LFG's unique prediction engine uses your business data to predict the people improvement, and engagement initiatives that have the biggest impact on what matters to you, whether it's turnover or productivity.
Diagnose engagement, and deploy predictive analytics to prescribe data driven actions to improve existing teams.
Using our 14 proprietary engagement drivers, LFG pinpoints the factors that will bring the biggest increase in employee productivity, turn every team into higher performers, and optimize personnel investments.
Build an engaged culture. Uncover where to focus your efforts for greatest impact on your company. Take the guesswork out of building a high performing culture. Deliver the right question to the right person at the right time to uncover disengagement patterns as soon as they arise.
Monitor your employee engagement, and receive alerts of any disengagement signs, with precise data-driven recommendations to help improve. Providing leaders actionable insights for every employee segment: direct manager, department, office, tenure, title, demography and more.
Prevent unwanted turnover, and retain top performers. LFG helps you detect employee segments at risk of leaving and learn the issues leading to turnover, enabling you to act in time to prevent attrition. Predictive models use employee data and machine learning to generate real-time alerts for employee segments that show an increased risk of turnover, drop in satisfaction or other KPI changes.
Capture feedback from the day your people join to the day they leave giving you meaningful insights into the employee experience over time.
Access our large dataset of employee insights to forecast employee turnover and uncover the reasons why.
Ever wanted to know what ROI to expect before launching a people initiative for your existing teams? LFG's proprietary machine-learning algorithm leverages your own KPI data to predict the performance gains you can expect from improving key areas - you'll be laser-focused on what actually matters to drive engagement and performance.
LFG provides leaders at all levels of your organization with personalized easy to-implement actions to act on their data and drive meaningful changes. These actions are aimed towards one objective: turning your people into a competitive advantage.
Scaled adoption is key to the success of any initiative. LFG provides the tools to successfully gain employee adoption of your initiatives and track results for executive support.
Companies that cultivate an inclusive culture enjoy open, honest work environments where people love to come to work. LFG helps you measure the experience of all groups, and introduce the initiatives that will make a real difference for your people.
LFG helps you understand how different employee segments are feeling, and compare specific aspects of their workplace experience. Uncover disparities between groups. Know how underrepresented groups truly feel - whether they think that decisions are fair, that their voices are heard, or that they see opportunities for themselves.
Make sure your team keep morale and productivity while working from home.
Collect feedback from every employee in your organization. Unlike traditional surveys, a check/pulse survey takes just minutes to complete and delivers data instantly. Being close to your team is essential when working from home.
With anonymous focus groups designed for solution finding, we make it easy to give your employees a voice and bring to the surface the best ideas.
The Engagement Platform draws insight from periodic anonymous engagement surveys, generating actions for each improvement opportunity that has a high impact on a given KPI. This allows managers to be autonomous in improving team performance.
Strategy of the organization
Relationship with manager
Relationship to colleagues
Commitment to organization
Compensation and reward
Diversity and inclusion
For direct manager support: Have a “stand-up” meeting every morning ( Hold a stand-up meeting every morning and ask everyone to share updates on what they’re working on and any challenges or roadblocks they’ve encountered. This way, you can quickly eliminate roadblocks or provide the resources an employee needs to complete their work. These stand-up meetings are a quick, stress-freeway for employees to state what they need.)
For team dynamic(collaboration between colleagues): Assign an owner to any task, process, or resource your team uses (If your employees become stuck during a certain project or while using a certain resource, who do they turn to for help? Clarify this by assigning an owner to every task, process, or resource your team uses regularly. This could mean that someone is in charge of updating your documentation, someone is in charge of knowing how to use specific software, someone else is in charge of working with a certain vendor. When everything has a clear owner, everyone knows who to turn to ask for assistance so they can avoid spinning their wheels.
For job autonomy: Provide strategic direction and must-haves instead of an A to Z breakdown of tasks. Ask yourself: What are the key requirements for this project? When you’re assigning tasks, focus on explaining the strategic purpose of the project and the must-haves. After that, give your employees the freedom to complete the project how they know best. Unless an employee’s approach is extremely inefficient or potentially harmful, give them the autonomy to get their work done. Finally, instead of providing answers, provide direction. Train your team on how to use the resources around them to find the answers they need.
For recognition: Recognize your employees on a consistent basis. Recognizing your employees is one of the most effective ways to boost employee morale. One study found that 82% of employees don’t feel like they’re recognized enough at work. What’s even more interesting is that 40% of respondents said they’d put in more effort if their contributions were better acknowledged. Pay is important, but it’s not everything, especially past a certain threshold. And if your company employs in-demand talent, they’ll already be paid at or beyond this ceiling. So it’s important to think about what other factors will keep them happy in the job and keep them performing at their highest potential. Deloitte’s Talent 2020 Survey found that recognition is among the top three most effective non-financial methods of retention.