Dubai, UAE, 19 April 2021: To help people work smarter, combat burnout and drive more inclusive work experiences, Cisco Webex has announced advancements to the People Insights feature. Available through the all new Webex, and accessible through a personalised and private view, People Insights aligns with the goals you personally set for your meetings, work-life integration, connections, and focus time.
Designed with a people-first mindset, the insights are available from three points of view: Personal, Team and Organisational. All are underpinned with privacy and security to ensure this information is only available to you.
The pandemic is having a profound impact on the way we work. From the disruptions we’re navigating (including meeting fatigue) to the opportunities in reimaging how we work. With 58 percent of office employees anticipating they’ll work eight or more days from home each month, and 98 percent of meetings expected to include remote participants, a new hybrid way of working is emerging. It’s more critical than ever before for people to have the tools to help them thrive, wherever they are physically working. One of the biggest areas of opportunity is to help people better manage their time and working relationships.
With a window into the trends and insights of how we work, individuals and leaders can now recalibrate how they use time, who they work with and uncover blind spots. For example, gaining visibility into how many meetings you accept but don’t attend, your tendency to multi-task during meetings, who you most frequently collaborate with, the percentage of meetings taking place outside of your team’s preferred working hours, or silos in your organisation that need support. Learn more in this video.
“At Webex, we believe it all starts with you – from the people you interact with to the networks you build and nurture”, said Reem Asaad, Vice President, Cisco Middle East and Africa. “We’re focused on helping people achieve more positive, productive and inclusive work experiences, whether they are seated across the table or across the screen from their teammates. Having meaningful insights that let you seamlessly collaborate and build quality connections, while also helping you focus your time in the best way possible will change how we think about productivity and prioritise well-being in a hybrid workplace”.
People Insights drives positive employee experiences and can help people prioritise their well-being at work in the following ways:
- Personal Insights: These insights, available only to you, surface daily trends and interactions (such as key collaborators and activities), so that you set and monitor your personal preferences. This lets you tailor your collaboration with coworkers and focus your time on what matters most. For example, how often are you accepting meetings you never attend, multi-tasking during meetings or not sharing your video? People Insights will help you decide when to decline or reschedule meetings to ensure you meet your personal work preferences and goals. It also helps you fully engage (visualising your multitasking and video sharing habits during active meetings) so that you can be more mindful about giving others your full attention and presence.
- Team Insights: These insights give each team member a view of patterns between connections, collaboration habits, and work-life integration for the entire team – while maintaining privacy. The benefit is a stronger and more inclusive work experience for all team members and enables a team to jointly adjust practices and grow relationships as a collective for the benefit of everyone. For example, you can become a good steward of your team’s wellbeing by looking at what percentage of meetings are taking place outside of your team’s preferred working hours – or you can facilitate strong working relationships by making sure you and your team are connecting with the right people and teams.
- Organisational Insights: Organisational Insights give you a bird’s-eye view of your organisation’s collaboration trends and patterns to help you spot silos and identify teams that may benefit from additional support or an increased focus on inclusivity. For example, if you move to a new business model or organisational design that requires new ways of collaboration, you can monitor how the model is working and take action where you see gaps.
