According to Insight222’s People Analytics Trends report, employee engagement is one of the top two areas where people analytics adds the most value only to be followed by diversity and inclusion. And with no surprise. Businesses with high employee engagement see less absenteeism, experience less turnover, have higher retention and more productive employees – all contributing to the competitive edge of an organisation in the tight marketplace of today’s environment.

How do you enable HR with People Analytics?

Investment in people analytics accelerated throughout 2021 and is only predicted to expand in the following years. People analytics teams have grown to one person for every 2900 employees, up from one in every 4000 in the preceding 12 months.

By growing the staff that specialise in people analytics and giving them the skills needed to evaluate the programs that are working or develop on the programs that are not, you can enable HR to deliver more value to the business. Also, providing the most effective technology can enable people analytics professionals with the right tools, so they are not only effective in collecting the correct information but also have a capability to analyse and present the data to support the C-Suite in managing ultra-complex topics that continue even today after catalysed by Covid-19.

Leading companies in people analytics, infuse insights into the company’s operations and strategies, and externally they play a leading role in advancing their HR department. By focusing on building capabilities in consulting and influencing, product management and change management to a much greater extent, leading companies show their desire to make their solutions and predictions effective by making “analytical products” for employees, managers, and executives as necessary, through embedding analytics into people processes across the company.

One example of this would be when Uber enabled their HR department through people analytics and improved their employee engagement, by implementing continuous listening. This enabled Uber to over come the challenges that arose from Covid-19, implementing a program that focused on understanding how people were handling the transition to remote work.

How important is it to get the right stakeholders involved in people analytics work?

It may be a challenge, but for employee engagement to be most effective, an all-hands-on deck approach must be taken. Without employees willing to respond to surveys sent out or give insight, it will be difficult to gather useful information to make real change. And without C-Suits willing to listen and invest in the technology or skills that will improve employee engagement, it can become nearly impossible to move the counter forward on your efforts.

As a People analytics leader or HR professional, it is key to be the advocate of how data driven efforts are required to develop and launch enriched employee engagement programs that offer real value to the organisation. To do this, communicate ethically and with transparency the details of every project to all the stakeholders. This builds trust in the process.

How do you combine employee success and people analytics?

People analytics draw from real numbers. Of the 42% of companies we surveyed who stated they have a data driven culture utilising people analytics, 90% were confident the work delivers value to the business. And that is good news.

So, to combine employee success and people analytics is to understand that employee success can only be achieved by taking responsibility and by making sure that strategic HR decisions are supported by data.

“I know that I have to take that responsibility and work with others across HR to help create a data driven culture,” Steve Scott, Managing Director, Global Head, Workforce Management and Analytics at Standard Chartered Bank

By People analytics teams combining a working knowledge of the workforce and utilising a data driven approach, to the projects that they’re working and answering real business questions they’re able to have a greater impact on employee engagement.

Interested in learning more about the People Analytics? Take a look at our online People Analytics Certifications on myHRfuture.

How do you create a data-driven culture?

A data driven culture for HR delivers business value. When people analytics leaders are asked about the effect of having a data driven culture, 90% of them stated that it delivers business value and 81% state it enables manager to make “in-the-moment” decisions

To create and run a data driven culture within your organisation, the three key focus areas should be:

• Investing in people analytics functions – meaning HR professionals and people managers should become skilled, insuring an evidence-based approach in their decision-making.

• Embedding data driven decision making – meaning making data accessible to managers and HR professionals. Data should be democratised throughout the organisation.  

• Focusing on delivering value to the business – meaning people insights should inform strategy, allowing action to be taken and outcomes to be measured. 

How do you measure employee engagement?

Many companies are thinking strategically about how they approach measuring employee engagement to enhance and improve the employee experience. The first step is to recognise that the employee engagement at the organisation needs evaluated and questioned. Once done, the next step is to implement how to tackle the people management problem that was observed.

We found that following these 8 steps keeps people analytics on track with a data driven process.

The workings of employee engagement and what it encompasses is best broken down and evaluated by its individual parts. Things people analytics are asking employees about:

• Inclusion

• Psychological safety

• Recognition

• EX implementation

To gather this pertinent information, people analytics leaders and HR professionals can implement employee listening by leveraging the following techniques:

• Surveys – where you poll teams and ask relevant questions regarding current views.

• Focus group – where you collect employees from different department and levels and ask set questions or listen to their concerns

• Exit interviews – where employees who are leaving the company are asked to give insight into why they are leaving and what they might see as needing changed.

• Stay interviews – where employees are asked individually why they remain with the company and what might be a motivator for them to leave.

An added tip to having a successful approach to measuring employee engagement, is to get the right information to the right person at the right time. Then the information can move from decision-making to decision making that makes a difference in what a company does.

Key takeaway

Leading companies are winning in the competitive marketplace due to embracing the business value that people analytics provide. And employee engagement is prime for people analytics to develop effective changes. But for people analytics to create any positive influence with your employee engagement programs, it requires skilled professionals empowered with the proper support and technology to generate true success.

Build your People Analytics Capability!

We help organisations reinvent learning. Our learning programs support your HR Business Partners to build the skills they need to effectively use analytics in HR to have data driven conversations with the business that drive actionable outcomes. The Data Driven HR Fundamentals certification is a collection of 6 on-demand, video based training courses that can be completed within a 12 month period, at their own pace. This certification program is designed to support your team build their skills in analytical thinking, data analytics and storytelling. By completing this learning program your HR team will learn how to better interpret HR data and be confident in having data driven conversations with the business, that drive actionable outcomes.