Solving Business Problems With People Analytics Technology

By Lauren Beechly - March 05, 2019

Solving business problems with technology has a long history, reaching back to well before the start of the Industrial Revolution. These days, of course, the pace of change is much more rapid; over the past several decades, new technologies have reshaped the way work gets done in almost every industry.

In HR, advances in computer technology have given rise to expansion of people analytics. While HR has been gathering employee data for decades, the rapid expansion of computing power has produced an explosion in the amount of data now available to HR—and has made that data more accessible and easier to analyze than ever before.

The obvious advantage of data-driven decision-making is that data provides a factual foundation for action. Without this grounding in reality, attempts to solve workforce issues are a shot in the dark; what leaders may identify as problems, based on their own perspective, might not align with reality. Data both pinpoints what is actually going wrong and suggests ways to fix it. (Tweet this!) This article will focus on some of the most common business problems related to the workforce that can be solved with the help of people analytics.

Solving the biggest business problems requires asking the right questions. Perceptyx helps you get the information you need for smart action. Sign up for a demo of the Perceptyx platform today.

5 Examples Of Solving Business Problems With Technology

Although the following list is not exhaustive, here are five common business problems that can be explored with people analytics using employee survey data:

  1. Voluntary attrition: Employee turnover is a big concern for most businesses, because turnover is expensive and disruptive. Employee survey data can reveal who is thinking about leaving and why and suggest improvements in the employee experience that could influence them to stay. Data also allow comparisons between those who stayed and those who left, identifying differences in their experiences and informing improvements to prevent attrition. Patterns in the data can predict which employees are most at risk of attrition and flag the need for intervention.
  2. Managing performance: Linking performance data to employee survey responses can reveal how the employee experience differs for top performers versus low performers. For example, are high performers receiving more frequent feedback from managers? It can also highlight a perceived lack of opportunity. If high performers indicate in survey responses that they do not see opportunities for development or advancement, you can intervene and make a change.
  3. Satisfying customers: Linking customer satisfaction data to employee survey responses can highlight differences in the work environment for employees who receive high customer satisfaction scores versus those who get low scores. If the customer satisfaction scores across a particular location or department are low, it might indicate a problem in the culture that needs to be addressed.
  4. Managing change: Employee survey responses to questions about business changes give leaders insight into how well employees are adapting to change, as well as their attitudes about changes. Feedback allows change implementation to be fine-tuned and, where needed, flags the need for intervention with employees who are struggling to adapt.
  5. Providing effective management and leadership: Responses to these questions reveal employee perceptions about business direction. They also address manager competency in terms of enabling employees with the resources, tools, and feedback/communication they need to get the job done.

Which business problems can be solved by analytics?

All business problems can be more effectively addressed when decisions are based on data rather than assumptions. In the HR context, almost any problem involving people can be better understood and addressed by asking people to share their opinions and perceptions in a survey.

People analytics encompasses all of the sources of data businesses have for describing and understanding their employees (and customers). But in terms of how to solve business problems effectively, the survey reigns supreme, because it collects direct feedback on people’s opinions and perceptions. As such, survey data represents the most powerful tool organizations have for informing creative solutions to business problems.

 

These are just a few examples of how people analytics can help in solving business problems. Every business has its own unique workforce issues, but through careful survey design and analysis, people analytics can help uncover ways to improve not only the employee experience but also business metrics. What’s most important is to start with a strategy—one centered on finding solutions to your most pressing problems—and to tailor survey design to provide feedback that addresses those issues.

Need answers to your company’s biggest workforce challenges?

To get the answers you need, you have to ask the right questions. Perceptyx custom designs surveys to provide answers to your company’s unique problems. Get in touch today and let us show you how a well-designed survey, coupled with the reporting capabilities of our platform, really can help solve your business problems.


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