Google has been sited as a top organisation to work for. This is no surprise. Their employees enjoy a range of perks, including generously paid holidays, free food and even time for naps. However, like every decision Google makes for brand development, these actions are based on thoroughly analysed data. Unsurprisingly, their data indicated that treating employees well, and acting on their needs, improved business as a whole.
Businesses, across a plethora of industries, are making vast improvement with data analytics. Whats more, improving customer experience and market practice is not the sole advantage. If you turn the lens inward, qualitative data analysis can give organisations a competitive advantage. It does this by helping managers improve;
– Operational efficiency
– Manage staff appropriately
– Develop employee talent
– Encourage staff retention
Similarly, data uncovered from qualitative employee surveys, will be able to determine what incentivises your staff to successfully achieve tasks set. It will also create KPIs (Key Performance Indicators) that allow staff to be more autonomous.
Learn more about how to create autonomy in the workplace here!
Qualitative data insights
Insights gathered from qualitative data analysis allow managers to steer away from traditional, rigid and counterproductive KPIs. In addition, managers can create goals that factor in crucial elements such as levels of motivation and work satisfaction.
What’s more, insights from qualitative data analysis allow you to understand why people feel the way they do. Which, subsequently, allows organisations to mould the managerial style to benefit staff’s occupational progress and mental well-being. As well as create a working environment that continually achieves better results.
How to start the process
Begin by asking staff what they believe are indicators of workplace satisfaction and motivation. In conjunction, compare this with any staff complaints about current performance management. By monitoring the results through data analysis, track how staff feel about the current management style. Whilst learning the necessary steps for adaption.
Listening to Staff
Business-leaders can often get wrapped up in hitting targets or keeping customers happy. However, whilst these are all important factors, listening to your employees shouldn’t be overlooked. Neither should a single employee survey, once in a blue moon, be the answer.
(For an in-depth analysis of the dos and don’ts of employee experience, take a look at this article)
To get the most out of employees, managers must make it their mission to regularly collate information from their staff. And to provide a base for effective communication. Employees should always be a part of the discussions and adaptions.
Predicting Staff Unhappiness
Often managers are the last to know that staff members are unhappy with their responsibilities/work setting. As a result, having the ability to predict factors that contribute to why/ when talent leaves, can save time/money.
In addition, historical data can indicate patterns that result in turnover. While analysing staff comments can assist managers in implementing changes to help alleviate issues that contribute to talented staff leaving.
At Pansensic, we work with global organisations to analyse their workplace environment and staff experiences. We provide useful insights so that organisational issues can be fixed quickly and efficiently.
Contact Pansensic. Give us a call or ask for a demo.