Employee Engagement Data Analytics

Employee engagement is a nebulous term so you might get a different definition for it depending on who you ask.

Employee engagement data analytics.

Employee engagement data definitely has value. But it needs to be used for the right thing. Gone are the days during which ceos and leaders of big complex multinational teams struggle to understand employee engagement. By cameron graham on july 10 2014.

What follows are 6 reasons we believe employee engagement data is best kept out of the predictive domain. Say goodbye to menial hr surveys that weakly reflect reality and to post damage exit surveys that raise issues very late. Analytics solutions that have been designed to track employee engagement satisfaction and retention are key to building and sustaining a happy and motivated workforce. You need individual data to do proper analytics which means that the data is not anonymous.

This article describes the process of defining measuring and developing semi automated employee engagement analytics. The study stated over the past several decades business and psychological researchers including gallup have identified a strong. How to measure employee engagement with data analytics. Use this data consciously perhaps in hr programs.

To unlock the value of engagement data you need to combine it with other information such as employee data from your hr management and performance management systems and business outcome data from your erp and bring all that data into a single system that supports broad ad hoc analysis. This article explains how to apply employee engagement analytics. Always combine your staff engagement survey with other employee data that you want to make tangible. Using data analytics to optimize employee engagement by lama.

We re suggesting employee engagement data is best kept out of the predictive domain. This data will only add value to business goals when analyzed. Gather data from multiple sources. Even so it s often difficult to explain how employee engagement affects business outcomes and solves company problems.

Most companies collect employee engagement data. The engagement survey is usually the only time in the year you can quantify a lot of qualitative information. When you maintain engagement and performance data in separate platforms it can be hard to reconcile them while maintaining employee anonymity. Hr analytics produces large amounts of insightful employee engagement data filled with potential insight into employee attitudes morale retention rates and more.

When these data sets live together in a people management platform like lattice you can easily filter results by performance manager and other criteria without compromising employee trust.