How People Analytics Impacts Employee Satisfaction And Organizational Decision-Making

Know when, where and how to use the data at hand

Outdated HR processes can leave employee data in a constant state of disaster. Inaccurate and missing data often stems from a reliance on disorganized paper documents, manual entry and outdated spreadsheets. Bringing data up to date can be time-consuming, often taking weeks or months if not properly kept. As business leaders continue to feel the strain of new work models, such as remote work or employees spread out across the country or globe, their organizations require tools and technology to help maintain company objectives and goals and improve the employee experience while navigating both familiar and unfamiliar territory. 

HR Data Is a Mess

A recent survey revealed less than half of HR managers are proficient in gathering and keeping their people analytics data current. Sloppy data can negatively impact an organization’s ability to stay on top of critical stabilizers, such as headcount, employee compensation, promotion track and company-wide initiatives. Employees feel a sense of alienation and misrepresentation, and as a result, lack a sense of purpose toward their organization.
 

Companies experience the consequences of employee disengagement, such as employee turnover, poor customer satisfaction and decreased productivity and profitability, but are often unaware of the source. Until employee data is successfully managed, kept current and actively updated, organizations will continue to feel the woes of disorganization and unhappy employees.

HR Data Improves Employee Satisfaction

HR teams are under extreme pressure to provide insights from employee data. Those vital insights can positively impact organizational performance and health, as well as executive decision-making. Companies with a pulse on data are more apt to align decision-making with employee information. When decision-making aligns with relevant data, then promotion tracks, DE&I initiatives and other personnel opportunities can lead to greater employee satisfaction.

DEI Initiatives

In a survey of 1,115 executive leaders, 29% reported not having sufficient tools to gather the data necessary to measure DE&I in their organizations. The ability to accurately measure DE&I provides insight into where an organization started and where it’s headed. Specifically, data can show where DE&I is and isn’t embedded within a company, helping executives and key decision-makers identify opportunities for change or intervention. Employees feel a deeper connection to employers and a greater sense of purpose as a result.

Promotion Track

Whether big or small, companies can benefit from proactively assessing employee data. Walmart, for example, is the largest private employer in the world and has been touted for its use of HR data in recent years. The retail chain leverages HR data to illuminate roles and career paths for its more than 2.2 million employees, promoting more than 200,000 hourly employees last year alone. Showcasing a clear promotion track can encourage employees to work productively and champion company-wide growth.

DE&I initiatives and a clear promotion track are just a few examples of how data can increase employee satisfaction. In reality, HR data can help attribute positive outcomes across a number of avenues. However, companies are often unaware of how employee data can impact a company on a larger scale. Industry leaders require the right tools, like people analytics software, to aggregate data and extract meaningful findings to make organizational change. 

People Analytics Supports Organizational Growth 

People analytics, also called workplace or HR analytics, cites data tied to an organization’s employees. A people analytics platform centralizes employee data and makes it accessible to business leaders, managers and employees to guide decision making, improve performance management and pinpoint employee growth opportunities. The ability to see data in a central location promotes alignment and influences an organization’s bottom line.

Merely integrating a people analytics platform does not promise immediate results. An organization must know when, where and how to use the data at hand. When HR teams are intentional with employee data, organizations can address turnover, improve organizational health, provide insight for headcount planning and guide performance management. 

As the labor market and workplace expectations continue to evolve, organizations must equip themselves with a tool that encourages alignment, helps effectively strategize headcount planning and company-wide initiatives and drives results. Without those tools, companies jeopardize growth potential, employee satisfaction and even the bottom line. 

Emily Connery is the Senior Director of People & Talent at ChartHop. She is a creative and adaptive Human Resources leader with ten years of diverse experience in early-stage startups and large corporate environments. She has a proven track record of success in driving organizational effectiveness and coaching managers to attract and retain top talent while positively impacting the bottom line.  Visit www.charthop.com   Connect Emily Connery