Most collaboration problems aren’t caused by bad intentions - they’re caused by missing signals. Some teams talk too much without real outcomes, others go silent when ideas are needed most. Managers often guess who’s overloaded, who’s checked out, or who’s quietly keeping the lights on. But guessing is not a strategy.
Ulla® HR Engagement provides structured, privacy-conscious analytics that help HR, executives and team leads spot communication patterns across meetings, teams, and individuals. It's part of the broader Ulla® HR suite, which includes three types of insights:
- Organisational-level metrics
- Meeting-level metrics
- Participant-level metrics
In this article, we'll walk through the first one: organisation-level metrics.
Organisation-level metrics: pattern recognition at scale
Ulla® HR Engagement delivers analytics across three core layers: organisation, meetings, and individuals. The organisational-level view helps you see overall communication flows across all tracked meetings, with no focus on individual meetings or isolated incidents.
These metrics don't ask who spoke too much in a single session. Instead, they highlight broader trends - communication imbalances, collaboration silos, and potential hotspots for disengagement or overload.
At the centre of this view is the Staff Quadrant. It visualises data from all tracked meetings and participants to show time spent in meetings vs. active contribution. Each person lands somewhere across two axes: Meeting load (time spent) and Speaking activity (speech time).
You'll typically see four broad zones:
- Meeting Heavy | High Speaker
- Meeting Heavy | Low Speaker
- Meeting Light | High Speaker
- Meeting Light | Low Speaker
These zones don’t make judgments - they help leaders notice patterns. For instance, some roles require high meeting attendance but limited speaking. Others may show high verbal input in fewer sessions, suggesting possible mentoring or thought leadership roles. With this framework, you can:
- Understand where communication efforts are concentrated
- See if contributions match meeting time
- Explore imbalances across departments or teams
This view gives HR, managers, and execs a bird’s eye view of:
- Overreliance on certain team members
- Silent meeting overload
- Disengagement signals
- Underutilised voices
- Potential burnout zones
These patterns aren’t conclusions - they’re prompts. Ulla® HR Engagement doesn’t assume why someone participates less or more. Instead, it gives HR and managers a high-level overview they can investigate further with context and empathy.
All this supports better decisions: how to design meetings, redistribute load, or coach leaders to foster better inclusion.
In future articles, we’ll dive deeper into the meeting-level and individual-level metrics, showing how you can turn real meeting dynamics into actionable insight.
Because when you understand how your organisation communicates, you’re one step closer to helping it thrive.