How Organizations Are Devising Winning Workplace Strategies for the ‘New Normal’ with Analytics
May 12, 2021
For many years now, employee engagement has become a board-level priority, but of late it’s become a business imperative of the highest level. Winning in the marketplace starts with winning in the workplace. That’s according to a study from West Monroe Partners, where a majority of business professionals surveyed indicated an empowered workforce is critical to succeed in supporting a winning customer experience. The key to an empowered workforce, say researchers, is “cultivating a culture of engagement, intentionally, designing employee experiences, and supplying employees with the tools needed to do their jobs.”
But how do HR and business leaders move the needle in this area?
While organizations have embraced the notion of the “data-driven organization,” we must move to the next echelon — the employee-driven organization. To create the employee-driven organization, organizations must capture and leverage employee-driven data to see and understand the work experience from employees’ perspective.
Work Defies Our Understanding
The task of improving work starts with benchmarking work patterns today. However, most organizations don’t know how work takes place in their organization. In today’s Knowledge Economy, where work output is no longer solely tied to machines and material, it’s more difficult to qualify and quantify work.
In recent years, we’ve seen a growing importance on technology and tools to gauge employee engagement, including 360-degree performance appraisals, peer-to-peer recognition programs, and methods to understand the Voice of the Employee via structured and unstructured means.
Historically, information around work productivity and employee engagement has been captured via manual recording (time cards), surveys and questionnaires. These methods lack valuable context and timeliness, leaving business leaders to guess/theorize, make assumptions, and/or rely on manual input — the accuracy of which is dependent on employee compliance and/or the emotion quotient – i.e. whether an employee is having a good or bad day and/or how they feel at that moment.
However, to build a true data-driven decision-making culture, businesses must move away from manual, self-reporting to automated data capture and analysis, and find ways of capturing data to formulate real-time and continuous insights to drive better business decision-making around what is for most businesses their biggest investment — their workforce.
Analytics: Deconstructing the Employee Experience
Analytics have been used in HR for many years for reporting regarding recruiting, interviewing, hiring and exit interviews. Today, the use of analytics is being expanded to support the business imperative of employee engagement and employee experience to foster improved retention and development of employees and to ensure a rewarding, inspiring, and supportive work environment.
To this end, a newer type of offering known as knowledge workforce analytics is providing the requisite insights to drive improvements in these areas. And its ability to integrate the notion of mental and emotional wellbeing into performance management is helping organizations create environments where engaged and resilient teams feel empowered to thrive.
Knowledge workforce analytics evolved from Workforce Analytics, which focused on repetitive work production in BPOs and call centers. Originally, its primary purpose was in measuring productivity. Today, it has been expanded to encompass a broad range of roles in the organization that focus on non-repetitive work streams such as software development, engineering, and marketing. Also, its adoption, use case and scope has moved beyond measuring productivity to encompass other objectives such as the foundation for process improvement, understanding work “wastage,” and employee engagement trends and opportunities. As such, it’s moved from an HR tool to a business transformation tool.
Advanced workforce analytics measures and analyzes the digital output generated by individual and work group activity. Software automates the collection of the digital signals that an employee emits when using technology and systems and combines them with analytics that equip senior executives with reporting and analysis.
Knowledge workforce analytics seeks to understand work from the employee’s perspective What do employees have to deal with on a day-to-day basis to do their work, and do they have the right tools, the right amount of collaboration, and a conducive and supportive work environment to do it? The analytics analyze work patterns on a day-by-day and even minute-by-minute basis.
For the individual employee, knowledge workforce analytics can identify what takes focus away from high priority work and identify practices that harm efficiency such as multitasking and meeting overload. For managers, the data can be helpful to understand and mitigate workload issues by better allocating work and staffing.
Organizations can now uncover bottlenecks and eliminate elements of work that are painful, time-consuming and non-value added, so that people can focus on what they love to do, to ensure a highly engaged workforce. And organizations can refine workflows to make teams more productive to run more lean, productive, and profitable operations. Knowledge workforce analytics also enables organizations to compare work patterns across business units, projects, or roles to spot trends to identify best practices and issues such as poor management or training deficiencies.
With this employee data-driven approach, businesses can also now understand employee work pattern data to support elements of performance evaluation, leadership development, hiring and promotion, job design, and compensation. This transforms HR from subjective to objective and changes the dynamic from oversight (hierarchical) to collaborative. All people policies and processes now revolve around the intersection of employees and work.
As well, as businesses move forward in recalibrating their organizations for the Future of Work, ushering in artificial intelligence, software robotics, machine learning, and other emerging technologies, successful transformation requires a focus on man and machine and, specifically, the space between them. Knowledge workforce analytics – by minding the gap at the intersection of man and machine – can be especially helpful in providing insights to catalyze workplace automation initiatives and associated workforce modernization.
Past performance (when understood) can be used to predict future work/talent trends so businesses can predict and proactively plan for what’s ahead – in addition to learning from and optimizing around past performance.
As a result, the technology is being used to support transformational use cases and progressive HR policies to attract and retain top talent.
By supporting rich and ongoing continuous improvement from the employee-data driven workplace, knowledge workforce analytics is helping to guide business on the means to gain competitive advantage through improved employee engagement.
This article was originally posted on https://hrtechcube.com/how-organizations-are-devising-winning-workplace-strategies-for-the-new-normal-with-analytics/
Similar PostSee All Posts
Brightfield Partners with Sapience Analytics to Advance Contingent Workforce Management
WASHINGTON, DC and PLANO, Texas – April 19, 2002 – Brightfield, the world’s most trusted Extended Workforce guided buying platform, and Sapience Analytics, a global leader in workforce analytics, insights and decision support announced their strategic partnership today. Together, the companies will modernize contingent workforce effectiveness, productivity, and spend management using innovative and robust analytics and insights. […]
The Golden Opportunity: Discover What’s Hidden Within Your Data to Optimize Your Contingent Workforce.
There are various reasons an organization leverages a contingent workforce to help meet its needs. In today’s business climate, organizations are increasingly reliant on contingent workers to tackle big projects, meet tight deadlines, backfill resignations, or temporarily scale their in-house staff. If you are making the investment, how do you ensure you are receiving value? […]
Sapience Analytics Partners with HCL Technologies to Bring Enhanced Digital Workplace Solutions to Market on a Global Scale
PLANO, Texas – Jan. 13, 2022 – Sapience Analytics, a market leader in knowledge workforce management, today announced a partnership with HCL Technologies (HCL), a leading global technology company, to develop and distribute technologies to support employee productivity improvement. Under the terms of the partnership, HCL will enhance and resell Sapience’s knowledge workforce management solution, which has been used by more than 90 companies across the globe.
New Vision. New Vue.
Calling all leaders to reassess workforce KPIs in this remote work world. Working professionals are reconsidering how they work, where they work, and why. More specifically, professionals are reevaluating their life priorities and career aspirations with many people leaving their job, commonly known as “The Great Resignation.” According to a Gallup COVID-19 survey, 45% of […]
Workforce Efficiency: Expectations vs. Reality
Like most business leaders, you probably have a firm set of beliefs regarding optimizing workplace efficiency. However, everyone’s opinions on the topic vary. In the post pandemic era, employees have some expectations regarding the workplace environment they will experience. Unfortunately, there is often a major disparity between individual expectations and reality, which can cause friction […]
Magazine Article: Rewiring the Remote Enterprise – The role of workplace analytics in digital transformation.
Article extracted from RWS online magazine. Click here to view the full magazine. Article Highlights The disruption we have experienced with COVID has been unprecedented. Practically over night, the workforce transitioned to de facto work from home. Not only were organizations struggling to determine how to right-size and right-site the post-pandemic workforce, but they are […]
Sapience Analytics Names Sue Watts as the First President of Operations
PLANO, TX, Dec. 14, 2021 – Sapience Analytics, leading SaaS-based work analytics company is pleased to welcome Sue Watts as President of Operations. Watts is a recognized Technology Industry leader with an outstanding track record of building high-performance global teams across all areas of business, including sales, consulting, business transformation, finance and accounting, delivery operations, […]
Podcast: How to Unlock the Power of Employee Wellbeing Metrics with Bradley Killinger
As we navigate this new era of hybrid work, employee wellbeing has become a topic of mainstream conversation in the workplace. So, our CEO, Brad Killinger was excited to join Veamly’s Productivity & Engineering Podcast to highlight the importance of employee engagement and provide insights on designing a data-driven approach to work in today’s hybrid […]
Workforce Productivity Analytics: The Fitness Tracker for a Healthier Enterprise
Today’s hybrid work environment brings its own set of challenges. Employees are seeking out new ways to effectively do their jobs, while adjusting to a world in which the lines of demarcation between home, work, and school have fundamentally blurred. Managers have to find new strategies for motivating their teams remotely—driving the corporate agenda, while […]
5 Checkboxes Your Outsourcing Governance Model Must Answer
For most organizations, jumping on the outsourcing-governance-bandwagon is the most obvious business decision for improving productivity and the value of their contingent workforce. Plus, it is seemingly the most cost-effective way to get the maximum value from operations—depending on how well it is governed, of course. There is a right and wrong way to deploy […]
Sign up for a free Vue demo. Learn how to identify hidden insights in your workforce data to drive productivity.