A new management practice, which could see significant growth, aims to detect weak signals of demotivation, isolation, or work overload in real time, using tools that analyze the collective climate, often connected to internal collaborative channels.
It combines artificial intelligence and organizational psychology to adjust management before a crisis occurs.
A practice that is set to become widespread:
- Preventing psychosocial risks is becoming a direct responsibility of managers, particularly with hybrid working, making a predictive approach necessary.
- Employees are looking for hyper-personalization of their employee experience and close attention to their well-being, incorporating emotions and perceptions of work.
- The rise of conversational AI and intelligent collaborative tools facilitates this dynamic and contextualized recognition of behavioral signals.
Unlike traditional feedback approaches, this form of management relies on continuous monitoring, fed by qualitative data (words used in exchanges, engagement rate, absence from virtual meetings, etc.) to identify tensions or drops in morale before they materialize.
This practice, which is still marginal today, could become the norm within three to five years in companies where remote management is widespread.