Google has been sited as one of the best organisations to work for. This comes as no surprise when you hear that their employees enjoy a host of perks, including generously paid holidays, free food and even time for naps! That’s right….NAPS!
Like every decision Google makes for brand development, these actions are actually based on thoroughly analysed data.
Perhaps, unsurprising to some, the data provided indicated that treating your employees well, and understanding their needs, improves not only staff satisfaction but also the bottom lines of the business.
As one of the largest and most successful companies in the world, organisations across the globe could take a leaf out of Google’s book!
Businesses, across a plethora of industries, are beginning to see the vast improvements big data analytics can make to customer experiences and market practices. Yet, this is just the surface of the business applications that data analysis can be applied to. If you turn the lens inward, qualitative data analysis can give organisations a competitive advantage by helping managers improve operational efficiency, manage staff appropriately, develop employee talent and encourage staff retention.
In the following feature, we take a look at some of the key areas of employee management that are improved with the assistance of data analysis and tips of how to implement it within your organisation.
Creating Employee-Centric KPIs
It’s easy for high-level executives or department heads to set targets for their teams. Yet, in many cases, these goals fail to incorporate key factors that impact the performance of employees, such as;
-how employees really feel about work and life
Data uncovered from qualitative employee surveys, will be able to determine what incentivises your staff to successfully achieve the goals and tasks you outline, and create KPIs (Key Performance Indicators) that allow staff to be more autonomous in their role and, subsequently, more productive. Learn more about how to create autonomy in the workplace here!
The insights gathered from qualitative data analysis allow managers to steer away from the traditional KPIs that are often rigid and counterproductive and, instead, create goals that factor in crucial elements such as motivational levels, work satisfaction, and employee potential.
The insights from qualitative data analysis allow you to understand why people feel the way they do, allowing organisations to mould your managerial style to benefit your staff’s occupational progress and mental well-being, and to create a working environment that continually achieves better results.
Begin by asking your staff what they believe are indicators of workplace satisfaction and motivation and compare this with any staff complaints about current performance management. By monitoring the results through data analysis, you can track how staff feel about the current management style, whilst learning the necessary steps for adaption.
When you consider the time, cost and strain on the current infrastructure to hire and train new staff, ignoring the happiness of your workplace could prove to be a huge mistake.
Listening to Staff
As business-leaders, we can often get wrapped up in hitting targets, turning over a profit and keeping our customers happy. Whilst these are all important factors, listening to your employees shouldn’t be overlooked and certainly not limited to a single employee survey, once in a blue moon. This will understandably result in your staff feeling like their voices are not heard.
(For a more in-depth analysis of the dos and don’ts of listening in the workplace, take a look at this article)
The great thing about thorough qualitative data analysis is that you don’t just see what the current state of the managerial-employee relationship is, but are presented with methods to adapt and nurture through open communication with your workforce.
To get the most out of their employees, managers must make it their mission to regularly collate information from their staff and provide a base for effective communication. Employees should always be a part of the discussions and adaptions, as this is conducive to a healthy and beneficial work environment for all involved.
Predicting Staff Unhappiness
Often managers are the last to know that staff members are unhappy with their role, responsibilities, or work setting. Having the ability to predict the factors that contribute to why and when talent leaves the organisation can help to save a lot of time and money in the long-run by preventing your best workers walking out. Historical data can help to indicate patterns that result in turnover, whilst analysing staff comments can assist managers in implementing changes that help to alleviate issues that contribute to talented staff leaving.
Here at Pansensic, we work with a multitude of organisations to analyse their workplace environment and staff experiences to eliminate problems and progress their organisation to match their goals. We provide you with helpful insights so issues in the staff experiences of your organisation can be seen quickly and efficiently, providing a real depth of insight that are more granular, more accurate and more actionable.
Contact Pansensic today, ask for a demo, or just have a chat to see how we can utilise data analysis to improve the managerial style of your organisation and mould a happier and more productive setting for your staff.