LS:N Global

Taking the onus away from the employees – which Disler says can ‘escalate toxicity or place stress fractures on teams’ – her focus is on building greater accountability at a C-suite level. ‘Most leaders pay attention to HR [human resources] with regard to retention issues and the bottom line,’ she says. ‘I created Aster to be a diagnostic tool that can show businesses – and their leaders – why it matters how their people are doing.’

In facilitating this potential for more effective change, Disler sets out to quantify the dynamic human experience, and translates it into a tangible data output that businesses – including HR teams – can effectively use. ‘HR teams typically lack the authority to do more than create programmes of benefits and incentives,’ says Disler. ‘What we’re creating is something they can show to their CFO [chief financial officer], and every other C-suite member, to help explain why they need to be engaged in the conversation of our people experience.’