Finally, we can measure how work really gets done.

September 12, 2019 Lynne Levy

3-minute read

woman looking at cell phone

The core driver of organizational success is authentic connections. Thankfully, how to measure these connections is no longer a mystery.

I can’t imagine working in an organization where I don’t connect with others. Throughout my career in HR technology, the most important lesson I have learned is the value of relationships. Whether it is with my leaders, the teams I am part of, my peers, or others in the organization, these connections are the heartbeat of how work gets done. These relationships enable me to love what I do through a sense of shared purpose.

You can feel the emotional vibrancy of connections by just listening in on a meeting or walking around an office.

These connections are built through organic moments of positivity and trust, developed over time. Without strong relationships, the most robust business strategy will fail. 

Research confirms that connections at work drive a strong employee experience. An IBM/Workhuman study – The Employee Experience Index – found that supportive co-worker relationships are also an important driver of a positive work experience. When those relationships are present in the workplace, employees report a much more positive employee experience than when that support is absent (77% compared to 35%).

There is an emerging class of technology called human applications, which inspire authentic, organic human connections through gratitude, performance management, and celebration.

Human applications drive frequent, peer-to-peer interactions, which strengthen relationships and build a culture of positivity.

The only way to quantify and measure the strength of connections is through the aggregate data available within human applications. Human apps – when leveraged with reach, frequency, and value – provide insight into patterns of authentic connection, giving visibility into how work is getting done. By understanding the volume of activity occurring between teams, you can understand which groups are and are not fully participating in the network. Organizations can then determine the best strategy to grow and nurture these critical relationships. 

Other insights gleaned from human apps include visibility into cross-team collaboration. Is collaboration occurring between groups with different skill sets? Are some groups collaborating more than others? What are the patterns of learning and growth? Which groups are embracing corporate values?

Other systems have moments of interaction, but are driven through contrived activity such as a 360° review.

The insights provided from human apps enable leaders to further manage and grow organic relationships, increasing organizational innovation, creativity, and productivity.

Understanding relationships is a critical success measure for innovation in the future of flattened organizations, networks of teams, dispersed groups, and decentralized leadership. Human applications generate a trove of data by providing a unique lens into how work gets done.

Learn more about human applications at


The future of human applications and connectivity: Josh Bersin Q&A (part 2)

Is work a relationship or a contract?

How crowdsourcing changes the game for performance management

About the Author

Lynne Levy

Lynne Levy is a Workhuman evangelist who lives and breathes helping organizations build cultures that bring out the best in the employees. Her mantra is “do what you love, love what you do.”

More Content by Lynne Levy
Previous Article
The importance of gratitude in creating human workplaces
The importance of gratitude in creating human workplaces

Recognition programs fueled by gratitude create a better employee experience. But it’s not just gratitude t...

Next Article
Workhuman Book Club: "Creating Mindful Leaders" by Joe Burton
Workhuman Book Club: "Creating Mindful Leaders" by Joe Burton

Joe outlines the latest research on stress and burnout and walks the reader through simple, research-based ...