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Over the last four years Domo, a new brand in cloud-based data and analytics software, has worked to enable its customers to understand, collaborate and act on data to achieve business results. Led by its founder and CEO, Josh James, the company has worked to deliver software that provides both a good user experience and business value. Recently, at its 2015 customer conference Domopalooza, the company presented itself and its products to the general public. I had a chance to meet with company executives, employees and customers and view its products at this high-energy event and entertainment that I have not seen in years.
I believe that the key to what Domo has done is its having designed into its offerings how people need to work with data to effectively support decision-making, enable actions and stay informed on the state of the business. Domo takes a different approach than vendors that focus on visual discovery for analysts or try to create the perfect dashboard. Its simpler approach aligns to how people actually work in business. This is a major reason the company received Ventana Research Overall Business Technology Innovation Award for 2015.
We see five areas where the Domo product stands out from others and has attracted its substantial customer following. Here is a look at each of them.
First, its design reflects an understanding that business people do not have countless hours to navigate through charts looking for information. Instead Domo notifies them of critical changes throughAlerts – a feature that is missing in most other analytics tools that are mostly aimed at analysts. The notifications and alerts can be sent as SMS or email and through the mobile devices that many business people now rely on.
Second is a collaborative feature I really like called DomoBuzz. It provides contextual discussions and enables interactions with others in the same view as the analytics. This is much better than the many minimal approaches to collaboration through email and discussions outside of the context of the actual data. DomoBuzz enables people to have open or closed discussions about what is happening with the data, do root-cause analysis or examine new opportunities. Collaboration within analytics applications has long been a priority for business, but vendors designing products for IT use ignored it. Here again, Domo ensures that this capability works across the Web and mobile devices.
Third, Card Builder enables rapid assembly of information in an easy-to-understand tile that is a visual rectangle used to contain information that is presented and is interactive and collaborative. It automatically interprets data the user selects and suggests the proper visualization and presentation. These “cards” can be assembled into pages and slide shows and can be gone through by gestures on mobile devices. I think these cards could easily be expanded into a summary paragraph that anyone can read to get a high-level view of the business.
Fourth, Domo extends analytics through Tasks, which enables users to create projects, add participants and set checklists that track progress and results. Domo is the only provider I know of that has embedded the ability to assign, track and complete any range of tasks and projects within the analytics environment. And let’s be honest: Analytics generates so many potential actions and tasks that we must create lists of items to follow up on, and these usually are done in email or a document and easily set aside.
Fifth is Profiles, which provides information on Domo users that is essential for effective collaboration and assigning roles and responsibilities. It also provides the means to contact them and even connect with them on social media. This enhances personalization and enables dialogue to interact and improve, and is an excellent complement to DomoBuzz.
To utilize Domo requires gathering data from any necessary application, system or source, and the company has invested to ensure that data access is not a barrier.
Domo Magic shortens the time from data to insight and action by enabling users to transform the data. Our data and analytics in the cloud benchmark research finds that the most common impediment to efficiency in using analytics is the time spent on data-related tasks like preparing data (cited by 55%) and reviewing data for quality and consistency issues (48%). Domo Magic allows business professionals to click on and connect to data sources and extract data without IT involvement. It takes a visual approach to data mashups and what we call data preparation that blends the selection, merging and flow of data in ways much easier to use than standard ETL or data integration.
It’s simple to connect to specific data sources through a variety of connectors that can mash up data from many application sources, social media and Internet information sources, which our research reveals as the top three most important external data sources, each cited by more than 40 percent of organizations. Domo also easily connects to IT integration tools such as those from Informatica, which I saw demonstrated, and other enterprise data sources from its cloud-based environment.
To help new users get started, Domo supplies a range of QuickStart Apps that facilitate connecting to data sources and role- and industry-based applications. All of these apps are available on the Web and mobile devices so there is little or no load on IT to support Domo.
At Domopalooza the company showcased customers that have found the Domo approach easy to use. We heard testimony from SAB Miller, Schneider Electric, Stance and dozens of others. Our firm was so impressed that we selected SAB Miller (led by Ross Moncur, group head of business analytics) for the 2015 Ventana Research Leadership Award in Business Analytics. The overview video provides a glimpse of the dynamics of what SAB Miller has done with Domo and how it is using analytics to business advantage. It harnessed a significant number of data sources into a single application to guide and execute on business performance.
Domo has created a new generation of software to help organizations manage their business to optimal performance using analytics, collaboration, personalization, presentation and project and task management, all in an application that helps people optimize their processes and improve their actions and decisions. It is not a typical analytics or visualization product but cloud-based software that accelerates the time to gain insights from data, take action and achieve desired outcomes in a new way. Timing in the market for software is always essential for success, and in this case Domo has arrived during a transformation in how businesses will use information and technology to manage and optimize their efforts. They are looking for more than dashboards and pretty visualization but at the same time want software that any of their employees can use, not just analysts or data scientists. If you have not taken a look at Domo, now is a good time to do so.
CEO and Chief Research Officer
Historically workforce management has been centered on tracking time and attendance, absences and leaves. Organizations view the time and attendance system as the top priority to integrate with the payroll system; in our payroll management benchmark research half (51%) of organizations called it very important. However, only one in five have integrated the two to streamline processes. So limited an administrative and operational focus does not contribute to improving worker productivity or manager efficiency. Moreover, such an approach can foster employee turnover and undermine worker satisfaction and loyalty. Our research analysis underscores that paying insufficient attention to the worker experience can degrade employees’ sense of accomplishment and in some situations also degrade the customer experience.
Of course, managing the costs and efficiency of schedule-, time- and pay-related tasks, including compliance, remains important. However, these tasks, as well as those above, can be more easily accomplished with advanced workforce management software. Used to full capability, it can manage this operational environment and help managers drive not just productivity but also the success of the organization while also engaging the workforce.
Out of necessity, workforce management software is evolving as an integral part of systems for business units and for human resources. Importantly, advanced workforce management systems typically include analytics that help management understand workforce performance; in our previous workforce management research 61 percent of organizations said that analytics is important to workforce management. For example, analytics applied to optimization of schedules can help organizations manage workers to their expectations. Analytics also is critical to optimize workforce performance and to enable members of the workforce to understand their contributions to the success of the organization. Furthermore, analytics can guide executives and managers to improve decision-making and rectify issues that could be leading to increased costs and be out of compliance with regulations. Many organizations, however, are not prepared to undertake these efforts; they still use an array of spreadsheets or tools that are not synchronized with real-time data from workforce management systems.
As organizations evolve, their needs for more efficient and engaging workforce management is transforming workforce management. We have begun to explore this category further in new benchmark research on Workforce Management for Human Capital Management. This new research will gather and analyze data on enterprises’ current workforce management practices, the software they use and their plans for the future. Here are some of the aspects we will explore.
The availability of next-generation workforce management systems (which include analytics) through cloud computing facilitates adoption of and access to these applications and the information they use. In our previous research one-fifth (19%) of participants expressed a preference to use cloud computing for workforce management, and we expect this percentage to grow as the attraction of deploying software as a service in the cloud influences buying decisions. For most organizations there is value in having the vendor manage the implementation and maintenance of the systems, and the ability to stay current in newer releases also is significant. Organizations are most concerned with time to value in new implementations and efficiency of their teams in using it. Depending on their needs and budgets, they can choose to deploy it in a single customer private cloud or a multitenant public cloud.
Likewise the proliferation of mobile applications for workers and managers in today’s workplace dovetails with the interests and proclivities of the increasingly younger workforce. Almost half (45%) of organizations in our previous research indicated that they will deploy such new applications to improve productivity. We expect the readiness of organizations to use mobile devices including wearables will further increase demand for advanced workforce management. The use of smartphones to access information about employees, payments and benefits and corporate policies makes it easier for workers to review and request changes to schedules; it is a key way to provide the flexibility demanded by workers who want to balance their personal and business lives. Organizations that do not embrace mobile devices for their workers and managers risk decreases in productivity and workforce engagement that could lead to increased employee churn.
Younger workers also are comfortable collaborating using social technology such as messaging, forums and open threaded dialogue on topics. Employers need to learn to interact with them accordingly to retain talent; at the same time, these methods provide an opportunity to further optimize workforce management by engaging workers in new ways. These innovations include assigning goals and rewarding achievement along with using new communication channels to resolve issues quickly, easily and interactively – more than half of organizations in our research identified these capabilities as important. As social forms of collaboration become part of the communication fabric, organizations can gain valuable feedback from workers and also provide coaching to increase their effectiveness. Efforts to improve the skills and competence of workers also can benefit from learning management and other systems that are accessible on mobile devices.
Driven by the evolving nature of talent and challenges to retain it, advanced workforce management now has capabilities to address spectrum broad range of human capital management needs. Using it senior management can gain greater insight into the workforce in action while improving the work experience and complying with relevant policies and regulations. Most organizations will find that investment in workforce management can be justified by its ability to ensure compliance with regulations regarding the Affordable Care Act, the Family and Medical Leave Act and a growing variety of locally established worker rights mandates.
Employers are recognizing the value of a new generation of workforce management systems in enabling organizations to meet requirements beyond managing schedules, absences and time off. For example, one-third (34%) of those participating in our payroll management research said they plan to deploy new workforce management software by the end of 2016. Almost half (47%) said they are not satisfied with their current product’s functionality. Workforce managementas it is evolving addresses concerns common to all industries and will play a key role in tomorrow’s human capital management. Finance and operations management should examine the benefits it will deliver by bringing more efficiency into their processes, in particular ensuring a more engaged and longer-tenured workforce that contributes to financial profitability.
Implementing this new generation of workforce management will require an in-depth understanding of the options available and the people, processes, information and technology issues that must be addressed. Our new Workforce Management for Human Capital Management benchmark research will examine advances in the three years since our previous research was published. I believe that workforce management has a stronger role to play in efforts to achieve operational excellence and customer satisfaction and that the benefits organizations can realize from using these applications can be significant. Please look for upcoming announcements of how you can participate in and learn from this cutting-edge research.
CEO & Chief Research Officer