Your employee data is scattered.
Making sense of it shouldn't take weeks.
Orakia brings engagement surveys, HR data and operations together in one place. Understand what drives engagement, why absenteeism is rising and where to act. Start with what you have, even a spreadsheet.
Scattered data, blind decisions.
You run engagement surveys. The results arrive three months later. Meanwhile, two key people in operations have left and absenteeism on the shop floor is up 20%. Nobody saw the signals.
This is what happens in most companies with 200 to 5,000 employees:
- Data in 5 different places. Surveys in a spreadsheet, hires and departures in the payroll system, absenteeism in another file, feedback in scattered emails. No view by person or by team.
- Reports that arrive late and don't prioritize. The engagement report says "engagement dropped 4%". It doesn't say which team, why, or what to do tomorrow.
- Turnover and absenteeism: two problems, zero prediction. Turnover costs you between 6 and 9 months of salary for every employee who leaves. Absenteeism costs you lost hours, last-minute coverage and overloaded teams. They are different problems with different causes. And nobody is anticipating them.
When leadership asks "what's going on with our people", the answer is usually a hunch, not data.
Centralize. Understand. Get ahead.
Your surveys are the foundation. Orakia builds on them by connecting them with HR, absenteeism and operations data. With everything in one place, you understand what is happening and can get ahead of it.
Connect the data you already have
Engagement surveys, HR system data, absenteeism records, open-ended feedback, onboarding. All in a single record per person and team. It integrates with Personio, Factorial, SAP SuccessFactors, Workday or whatever you use.
It tells you who is going to leave and why
Predictive models that calculate turnover risk by team, site and profile. It doesn't tell you that "engagement dropped". It tells you which factor weighs most in each group: leadership, workload, onboarding, work-life balance. And it tells you before the person gives notice.
It does the same for absenteeism
Early signals of rising absenteeism by team. Different causes from turnover. Different actions. Orakia doesn't mix the two because they are not the same problem.
It prioritizes the actions that work
Alerts to team managers with concrete recommendations. Impact assessment of the initiatives you already have running. Data you can take to leadership.
The connection nobody makes: employees and customers.
A burned-out contact center agent resolves issues less well. A disengaged store employee serves customers worse.
Orakia connects employee experience data with customer experience data in a single model. That means you can see how turnover in a team affects your customers' satisfaction. And act on both at the same time.
How we see it in your sector
Turnover and absenteeism don't play out the same way in every sector. This is how we approach them:
- Manufacturing: anticipating operator turnover and shop-floor absenteeism, tied to shift cost and output.
- Hospitals and clinics: anticipating burnout and clinical staff turnover by reaching the staff on shift.
Start where you are.
Orakia adapts to your maturity level. Start by listening to your employees (Listen). Move on to drivers, segmentation and AI when you need them (Understand). And reach prediction once your data is connected (Anticipate). No leaps, no mega-projects. See the plans →
Multiply last year's departures by 6-9 months of salary. That number is what not predicting costs you.
Frequently asked questions
Is Orakia an engagement survey tool?
No. Surveys are one capture channel, like your HR system data or exit interviews. Orakia processes them if you have them, but its value lies in connecting all your data sources and turning them into turnover and absenteeism predictions. If all you need is to run surveys, there are cheaper options. Orakia makes sense when you want to know what is going to happen, not just what happened.
What data does it need?
Whatever you already have. Engagement surveys, data from your HR system (Personio, Factorial, SAP SuccessFactors, Workday), absenteeism records, onboarding information. The more sources, the better the prediction. But Orakia starts delivering value with whatever is available.
How long until I see results?
First results in 2-4 weeks from activation. No months-long consulting project. You start with the data you can access, Orakia processes it and delivers drivers, risk segments and recommendations.
How is it different from Culture Amp, Lattice or Peakon?
Culture Amp, Lattice and Peakon measure engagement. Orakia predicts turnover: it tells you who is most likely to leave, why, and what you can do about it. And none of them connects employee data with customer data. Orakia brings both worlds together in a single model.