What Data Should You Be Looking At?
Whether you’ve been collecting feedback data for a while or are completely new to surveying your team, our platform can help you improve your HR Data.
We supercharge your feedback data, turning it into clear visuals which will allow you to transform employee insights into action. But of course, the main way we help is by enabling you to collect the right data.
It’s not all about how much feedback you collect, but also the quality. This is why we help you collect accurate data.
We recommend collecting the following types of data.
Engagement AND Happiness Data
We’ve spoken at length about why it’s so important to measure both engagement AND happiness. In a nutshell, we believe that current engagement models don’t show what’s really happening in the workplace. By leaving emotions out of the equation your organisation is only looking at half the picture. It’s like setting your sat nav up to take you on a road trip but not checking you have enough fuel in the tank to get you there.
By measuring happiness and emotions too, you will understand how your people are thinking, feeling and behaving. This gives you a weather report on the state of your organisation and its culture. Allowing you to accurately monitor and benchmark your progress against key people objectives.
Quantitative And Qualitative Data
Our platform helps you collect both numerical and text-based feedback. You can trend, benchmark and analyse the numerical data. However, we go one step further as we also provide open comment boxes throughout the platform. These allow you to collect supporting qualitative data which adds context and meaning to the numerical scores. This is the real insight!
Where we really excel is bringing these two kinds of data together. Our AI data processing allows us to associate comments with particular neuroscience themes, which means that you’re more easily able to spot trends and themes within your qualitative data as well.
Plus, our Closing The Feedback Loop tool means that you can ask qualifying questions and respond to your people’s feedback. This means that none of your quantitative data will lack the context of associated qualitative data. Ultimately, you will better understand what your people are saying, and be in a stronger position to create meaningful action plans.
Although we allow you to upload your own demographic data into our platform, we can also help you perform a mini-census of your organisation. This can be particularly helpful if you have a focus on diversity equity and inclusion. We find that many organisations only collect limited gender information, for example, based on a traditional male vs. female binary. As our platform guarantees anonymity, many employees feel safer answering about how they identify through one of our surveys.
This data can help you corroborate the data you already have, particularly when it comes to percentages of marginalised identities within your organisation. This can then also be used as a variable to segment other data to find out more about how particular groups within your organisation are thinking and feeling.
Employee Lifecycle Data
We can help you measure engagement and happiness throughout your employee’s lifecycle. This means we can help you keep track of changes along the way. This could include concerns within the onboarding process, reasons for leaving within exit interviews, or other key dates along the way.
Not only this, but we also track happiness data associated with their length of service. This means that you’re able to slice your data by these key metrics and make sure that everyone from your newest starters, to your most loyal workers are getting what they need.
Key Drivers of Engagement And Happiness
As well as showing you how engaged and happy your people are, we also show you what’s driving those emotions. Every organisation is as unique as the people who work there. This means that the reasons for engagement and happiness (as well as disengagement and unhappiness) are going to be different from organisation to organisation.
By helping you isolate not only what your people are feeling, but also why and which factors particularly contribute to those feelings, we can help you to create a data-led plan of action. This means that you can create a people strategy that is based on what your people actually want and need. As our Head of Neuroscience Clive Hyland says, “Today’s emotions are tomorrow’s performance.”
Desirable Business Outcomes
We can also help you to measure desirable business outcomes. Our output questions are questions that cannot be directly influenced, but are likely to be related to other actionable questions in the survey. These can be used to predict desirable business outcomes such as improved retention and reduced sickness absence.
We use correlation and regression analysis to correlate all actionable questions within our pre-built surveys with engagement output questions. This helps you to understand how to further improve company advocacy, commitment, and engagement. We’ve got your back!
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