How to leverage people analytics to improve employee performance
People analytics makes it easy to discover patterns and analyse trends. The benefit of this means you can optimise performance to make sure that you are always getting the best results. It can help you speed up operations, double productivity levels, and boost strategies. Although, sometimes you can get so lost in the data it can be easy to forget what it is that you are actually looking for. To leverage people analytics to improve performance, you must have clear objectives in mind of what you are looking for.
Readership analytics should be linked to training data
A lot of employee platforms will be able to tell you which content is the most engaging. Oplift for example, lets you see the average number of articles read each month for each team. An average percentage is shown next to a percentage for the regional average. You can then drill down to see how many articles each employee has read.
You can use this data to cross-reference it with your learning analytics. See if the team with the most read articles had a higher learning score overall. This will let you know whether your internal comms are helping or hindering your learning strategy. If there is no correlation it’s a sign that your comms and your learning and development departments need to work more closely to achieve better results.
Employee reviews can be looked at in conjunction with customer feedback
People analytics should allow you to see the average score of all employee performance reviews. By seeing this, along with how many reports have been completed you can assess how well a team is performing. Use this data and insight to see if it is reflected in your team’s customer service. For example, if a region has an average score of 99% for their reports, their customer service should be impeccable. Look at customer feedback for that region and see if it is mainly positive.
If it is, it’s a clear sign that your employee reviews are being carried out properly and they are structured in a way which means the individual is being properly assessed. If feedback is mostly negative then you need to start assessing the assessors and ensure that they are carrying out the reviews correctly. After this, have a look at the structure of your reviews and see if they have enough checks and questions to ensure that you are getting honest and true to life feedback of performance.
Use the data to change processes
Quickly and easily view insights across your whole business with reviews, reports, and audits that are always logged and tracked. This makes it easy to see where problems are and what you need to change to prevent them. For example, the report below shows you that 245 sales observations have been completed. You can see the top most common insights and bottom-most common insights. From this, you might decide to enforce a rule. This could be that anyone who doesn’t introduce themselves by name will lose 10% of their commission which they earned from a sale. Or maybe you will send out additional learning materials that embed the knowledge that insurance should always be offered in a sale. This is a great way to leverage people analytics to improve employee performance
Use learning analytics to shape management style
Guide your managers with analytics collected form employee training. They can see what areas they need to focus on improving for the upcoming week or month. If you can see that the majority of your employees are struggling to answer questions about your latest broadband package. It’s a sign that your managers need to spend some extra time showing them how to sell the package, and also explaining exactly what its breakdown is. Or perhaps you notice that no one seems to understand your latest diversity policy. Managers should work to embed the policy and help employees better understand it.
Use time tracking to improve speed and efficiency
Look at the average time taken to complete your workplace reports, reviews or audits. From this, you can work out what the average benchmark time is to complete a report. You can then begin to set targets throughout your business for how long each different review should take. For example, you may notice that the sales observation reports take 1 hour 20 minutes to complete on average. You can set 1 hour as the target time across your whole business. This should speed up productivity and hopefully improve performance because it will mean that more of them are being done. If you can see ones are unusually quick like the one below it’s a sign that they are not being done properly.
If you are looking to leverage people analytics to improve employee performance then get in touch. We work with large enterprise companies to help them transform the way their employees work. Virgin Media has already seen a huge ROI since deploying Oplift and you can too.
