6 Ways to Drive Engagement with HR Analytics

Engaged employees care about their work and their company. They don’t just work for a paycheck, or for the next promotion, but strive to achieve their company’s goals. Engaged employees truly believe in their organization, they want to make things better and ‘go the extra mile’. Indeed, engaged employees lead to better business outcomes. According to Gallup data, companies with a high level of engagement report 22% higher productivity.

Historically companies have conducted annual engagement surveys to monitor their employees’ discretionary effort, and commitment to the company. Results from these surveys rarely led to insights or actions and employees started to view these as a ‘check the box’ business commitment to engagement.  Leaders need to take a much more holistic view to engaging people as part of their business strategy. Employee engagement is becoming one of the biggest differentiators between attracting and retaining top talent. Creating and maintaining a high performance environment is not easy, but people analytics can help by providing businesses with the insights to recruit people with the right skills as well as pinpoint any issues that negatively impact staff morale which can then be quickly addressed.

Below are six ways people analytics can be used to improve employee engagement.

1. Identify key drivers

Understand what it is in your company that drives your employees and replicate that across your workforce. These drivers can be one of many factors including, involvement in decision making, the extent to which employees feel able to voice their ideas and be heard, the opportunities employees have to grow, or the extent to which the organization is concerned for employees’ health and well-being. Leveraging data from pulse surveys and HR systems, and not just annual benchmark surveys, will also help you identify these drivers in a timely way.