BetterUp adds new features including expanded AI capabilities
BetterUp is making a slew of upgrades to its mobile coaching app for employers.
The startup, which is fresh off a $103 million Series C funding round in June, has added a new AI algorithm to its tool which can match workers with more than 1,600 coaches based on 150 variables. The company also has added additional progress tracking data, language capabilities, HCM system integrations and a new analytics dashboard.
BetterUp works with large employers including Lyft, Airbnb, Instacart and LinkedIn to provide virtual leadership development to employees by allowing them to chat one-on-one with a coach. In March, the food, petcare and confectionary giant Mars began offering the benefit to its employees.
“When we look at having a really multi-tiered approach to developing those associates over time, coaching becomes one of those critical elements,” says Summer Davies, global senior manager of leadership at Mars.
The updates are designed to give employers increased visibility into the overall use of the benefit, says Gaurav Kataria, vice president of product at BetterUp.
“Our latest features give customers increased visibility into the data and analytics needed to assess coaching effectiveness and ROI,” Kataria says. “They also build upon the machine learning and AI capabilities that we use to power the enterprise grade features on our platform.”
Employers can use BetterUp’s new analytics tools to track worker progress and engagement on the app. The app also maps employee behavior change such as productivity, job performance, engagement and job satisfaction.
In addition to the analytics capabilities, the app — which is available in Chinese, Russian, Spanish, Portuguese, French and German — can match workers with a coach based on a number of variables including seniority level. The algorithm can tell which workers had the most success with each coach and can be integrated into an employer’s HCM system.
BetterUp CEO Alexi Robichaux, who also founded the company, says employers could be more intentional about how they spend their learning and development budgets. Being able to track progress and provide personalization is critical, he adds.
“People are at the heart of organizational transformation, but much of the $200 billion that corporations spend each year on learning and development is ineffective,” he says. “To increase the effectiveness of the learning investment, it must be highly personalized, adaptive and measurable.”