Employee Engagement Analytics

21 Reasons Analytics Should Shape Your Engagement Strategy

The only thing tougher than being a leader is being a middle manager: they receive fewer resources, yet manage more people. Cue: analytics. Do managers really need analytics? Well, for HR professionals who want to breed a strategic, tactical and operational management team, then analytics are essential. Analytics provide managers with insights that allow them to take proactive actions to align the workforce, boost engagement levels and drive the bottom line.

Still unsure of the value of analytics? Here are twenty-one reasons why analytics should shape your engagement strategy.

  1. Analytics allow managers to make data-driven decisions.

  2. 35 percent of organizations lack visibility into the capabilities of their employees.

  3. Managers need the ability to make in-the-moment decisions that positively impact business results.

  4. Strategic business actions can be taken more rapidly.

  5. 29 percent of businesses have a shortage of key skills for growth, requiring better insight into their talent pools.

  6. Analytics gives insight into who at the organization has specialized skills and where those talents are best applied.

  7. 50 percent of organizations feel the need to rapidly realign their workforce to meet changing business priorities.

  8. As boomers continue to rapidly retire from the workforce, analytics allow HR professionals to proactively handle the potential skills shortage.

  9. An analytics software helps mitigate information overload and shows managers the most relevant information about their team members, quickly and at a glance.

  10. It puts companies ahead of their competition: less than half of global companies use objective data when making strategic business decisions.

  11. Managers require a combination of data and insight to drive, measure and invest in their teams’ success.

  12. Analytics allows managers to identify top performers and highlight their achievements, building engagement and retention rates.

  13. Analytics allow HR teams to recruit smarter and target qualified candidates.

  14. The trends identified in analytics allow managers to make predictions about their team and overall business results.

  15. Software that provides simplified insight into analytics allows managers to frequently monitor performance in a calculated way.

  16. “Are we using this data scientifically to make people decisions? Not yet. This, to me, is the single biggest data opportunity in business. If we can apply science to improving the selection, management, and alignment of people, the returns can be tremendous.”

  17. Easily understand what contributes to retention, sales performance and customer retention.

  18. Analyze how compensation, tenure, recognition, and promotions contribute to engagement levels.

  19. Managers can determine the amount that the company has invested in their team, how that contributed to results and calculate the return on investment.

  20. Gap analyses are easily revealed allowing managers cross-departmentally to make improvements and adopt best practices.

  21. Analytics hold managers accountable for engaging, aligning and recognizing employees on their teams.

Looking for more ways to empower and equip your managers for success? Download The Secret Weapon to Driving Employee Success: Your Managers today.

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