Since 2002, InfoTool, Inc. has been providing organisations a software tool that two clients have described as the very best analytic reporting tool in the world.
The InfoTool software uses precise backend statistical analytics that enables users to identify the top people drivers of the business results. Even predictable business outcomes. The software, using simple-to-use, interactive graphic interfaces, provides evidence quality decision making capabilities targeting solutions and actions for each manager and senior leader. The analytics include correlation, multivariate and t-means analysis, but simplified for easy analysis.
The software delivers the actual steps to align a workforce to a client’s economic goals. Consider the Infotool graphics to be the equivalency of an organizational skeletal x-ray, illuminating the gaps between where you are and where you want to be.
The Tools: The Gold Standard in Survey Analytics
InfoTool has eight standard, interactive, highly graphic diagnostic reporting tools, allowing slicing by each demographic.
Report 1: DETAIL ANALYSIS REPORT:
Detail Analysis identifies the degrees of misalignment in an organization by each demographic around each survey measure. This report uses mean averages to illuminate gaps between departments or between Senior Staff perceptions and frontline worker realities. Average scores in the red represent vulnerability; green represents best practices and yellow represents mediocrity.
Report 2: PREDICTIVE MATRIX-CORRELATION ANALYSIS
Predictive Matrix uses correlation analysis derived from standard deviation to determine the “importance” of each item or factor to the demographic group. The X axis of the graph plots the importance (0-1 correlation coefficient), while the Y axis plots the performance by mean averages. The Predictive Matrix statistically selects the critical action steps to take for organizational effectiveness by prioritizing actions and understanding which factors will have the greatest effect on the organization.
Gap Analysis is a bar chart used to illustrate performance variability, by workgroup, to establish priorities for actions. See which segment of the organization is a poor/good performer for each critical measure. Prioritizing solutions per each demographic becomes instantly illuminated with Infotool’s color scoring method.
Report 4: SUMMARY WHEEL:
This Summary Wheel uses mean averages and color scoring to instantly show the overall department culture. See how Leadership/managerial style, behaviors, process needs impact a workplace domain. Every demographic selection will have their own personalized scorecard for each of the critical measures. Red is a vulnerability(avg= 0-55), green a best practice (avg= 85-100), with yellow offering a place to elevate good performers to great (avg=56-84).
Report 5: STRENGTH AND WEAKNESS (SWOT):
This SWOT view is a grouping of the top 10 best item scores and the lowest item scores by each demographic. Number of items viewed can be changed. Color scoring is used to easily identify best and worst scores.
Report 6: OPEN ENDED RESPONSES:
Open ended responses, viewed by each demographic, can be sorted with text searching with one or more field. Text analytics can be sorted by themes and can be printed.
Report 7 and 8: DETAIL REPORT AND ITEM REPORT
Both reports sort each question, factor and category by their mean averages and standard deviation in ascending or descending formats, by any demographic, for easy analysis and prioritizing action items. They are also used to understand trends.
Report 9: (Optional) MANAGER REPORT:
The Manager report integrates scores for a specific workgroup and location into a self-reflective coaching report. It is designed to present a manager with his or her workgroup’s scores and combine them with developmental exercises to become a better manager.
Joharies Window approach:
- This report (top left) identifies what both the manager and workers in a department agree are low scores and their team action item blueprint;
- Top right represent what both agree are doing well;
- Bottom left represents worker high and manager low scores;
- Bottom right is the true manager “blind spot” where he or she thinks “all is well”, yet the workers think “all is not well.”
- Internal elimination of silos of thinking and relationships will now be a basis of meaningful communication.