JustEase

Feel something’s pulling back HR's efforts for talent well-being/retention ?

Surveys, feedbacks
Peer Recognition
Team building
Goal-setting
Rewards
Coach

Workplace Toxicity Is A Workforce
Cost Issue, Not Just A Compliance One

McKinsey

Toxic behavior explains 70%+
of intents to leave and burnouts1

1 McKinsey 2022 survey of 15 000 employees in 15 countries

M.I.T

Workplace toxicity contributes
10 times more to attrition than pay2

Importance relative to compensation

2 MIT Research: Toxic Culture Is Driving the Great Resignation

Mild Everyday Toxicity is not the same as
Harassment/Discrimination

It is under the radar, widespread and ancient...But Millennials and Gen Z no longer put up with it

Harassment & Discrimination (Criminal)

Mild Everyday Toxicity*(MET)

Minor abuses of power
Harsh words
Heavy-handed jokes

Green Plus

Millennials and Gen Z talents
have the upper hand vis-à-vis
the employers

Green Equals

They are demotivated and quit very easily
(often for "futile" reasons)

Awareness, Trainings And Surveys Don’t Change
Values And Old Habits..

(and even sometimes backfire*)

..because non-delinquant toxic habits
(small power abuses, intrusiveness, harsh words...etc.)
are ingrained in many people,

Lord Acton, Montesquieu: "Power tends to corrupts..."

PSYCHOSOCIOLOGY

Lab. experiments show dominance pattern
even in highly educated individuals
(Zimbardo, Milgram ...etc.)

(*) Programs backfire-Harvard Business School - May-June 2020

ETHOLOGY

Studies show the universality of dominance pattern
in social species
(Goodall, Lorenz...etc)

Our app. for real change in toxic behaviors

Anonymized Toxicity Feedbacks

Social Cognitive Bias Tech.-based

(Ingroup bias, Halo bias, Cognitive dissonnance,...)

HR Case Resolution tools

Cognitive Behavioral Tech.-based

(Eyes Reading, Ultra-fast perception tech....)

Employee-to-Employee Anonymized Toxicity Feedbacks

Based on Social Cognitive Bias Effects

Carol sends an Anonymised Toxicity Feedback to John

Anonymized Toxicity Feedbacks may be:

Grouped with colleagues’ (recommended)
Or Individual

They concretely document John’s specific toxic behavior

It’s frequency
It’s impact on Carol’s health (anxiousness...etc)
Its impact on Carol’s work (demotivation, considering quitting...)

Why It Works ?

⇒ It triggers laboratory-proven social cognitive biases:

Ingroup cognitive bias
Consensus cognitive bias
Pressure cognitive bias

Green

...Moreover most employees are afraid to be seen

as a "bad guy"
or as the cause of attrition

Equals

John behavioral change

Our Feedbacks Analytics
Derived From Actual Peer-To-Peer Tense Communication Within The Group

Unlike Periodic/Pulse Surveys
which are what employees want their employer to know or believe

Top Toxicity Feedbacks
recipients

John Doe	21
Franch Murphy	19
Karl Lautan	18
Laura Tall	18
Jim Goldman	16
Mayer Taylor	14
Rory Jensen	12
Kaitlyn Gallagher	11
Alexandra Knox	11

% of toxicity feedbacks recipients among employees

Employee's declared impact on productivity

Toxic Behaviors

Our Feedbacks Analytics Complement The Periodic/Pulse Surveys

Communicating opinions (surveys)

depends on the more abstract/sophisticated controlling
by fronto-polar cortex; (RED in the diagram below)

Usual surveys reveal the employees’
more controlled opinions

Tensions in the group (feedbacks)

depends on the less abstract/sophisticated controlling
by dorso-lateral and ventro-lateral prefrontal cortices
(YELLOW and GREEN in the diagram below)

Our feedbacks analytics reveal the employees’
more authentic emotions

Anterior Posterior

HR’s Case Investigation and Resolution Console

Based on Neuro-Cognitive and Cognitive-Behavioral
Techniques, and A.I.

Remote Discreet Investigation of Individual Toxicity Cases

Anonymized investigation tools:

Chat
Small targeted Toxicity Survey
Tension-reduction tools for individual toxicity interview

A.I.-based protection against false denunciation

Based on levels and patterns of inconsistency

Stop

HR’s Remote Discreet Resolution Tools

Based on Laboratory-proven Neuro-Cognitive or Cognitive Behavioral Techniques

Empathy-boosting:

Cognitive Behavioral Training:
Written or video recorded essay

“I work with a toxic colleague”

⟶ Empathy / mirror neurons stimulation
“Eyes-Reading” competitive game
⟶ Cambridge U.-created, M.I.T-tested, neuro-cognitive tech.

Cognitive Behavioral Tech.-based games

e.g. : Self-knowledge confronted with test images displayed at subliminal speed