Making decisions based on enterprise-wide averages is not effective against nuanced needs and priorities 📉 Learn how HR analytics leaders can look beyond the averages and get more value out of their talent data from Gartner_HR: GartnerHR CHRO
1. Find the Thrivers
Tracking individual employees over time, which can be difficult, is not necessary to obtain this insight. Team-level longitudinal data can also provide a clear picture of changes in workforce health over time, even as teams change.Focusing on teams has other benefits as well.
We see a similar effect in change communications: Even if employees disagree with a change the organization has made, if their voices have been heard in the decision making process, they are more accepting of it. The signal that leadership taken their needs into account is meaningful, regardless of whether any given employee is happy with the outcome.
For example, imagine that utilization data shows your organization is offering several voluntary benefits employees just aren’t using. The data suggests the organization could save some money by cutting these benefits, and only a few employees would miss them. However, cutting benefits amid disruption would send a negative message to employees about the organization’s financial health or its commitment to their well-being.
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