Effectively Managing Dispersed Teams with the RIGHT Data
KEY
ISSUE:
The Nature of Variation in
Employee Experience and Engagement Ratings
Let's Make a Point using the Diagram Below:
In the diagram below (under water), we've listed many of things that contribute to a good employee experience and engagement. Across thousands of employees- each ONE of these is MOST important for at least a small subset of people and each one is the LEAST important for another small subset. For most people, 3 to 7 things from here are key but the variation is very large. Now consider how you measure your employee experience, satisfaction or engagement. Maybe you are different than most, but we keep seeing over and over, organizations measuring it as if there's no variation among people as if it's all equally important. Of course, this is false and causes considerable misleading information and over-confidence for your "data-driven " decisions. Moreover by averaging it out across the organization and departments, you dilute the usefulness of the data.
'* As determined by Employee Experience or Engagement Surveys
The objective of this video is to give a 5 minute overview of how company's use our Organizational Analytics Dashboard and System with our Remote worker competency to better manage their employees and make better people decisions. It is an example of how to use the RIGHT Data to greatly improve management effectiveness and employee experience. It is perhaps a bit of paradigm shift for some but focusing on the individual engagement factors and behavioral competencies for specific capabilities, is a game changer for most.
Management Organizational Analytics:
Trusted Data to Provide the Insight to Improve Performance and Employee Experience Simultaneously
The HA Management Organizational Analytics Platform provides the information that leaders and organizations need to improve employee experience, culture and overall performance. Online interactive dashboards give visibility and provide decision support on individual employees, on departments, on project teams, on affinity teams (those in a leadership development program or an onboarding class, for example) and on an entire organization. There are many ways that this capability can be put to use to give you predictive accuracy and insight like nothing else currently available. Here is a list of a the most common ways that organizations make use of these capabilities:
To retain top talent by understanding what is important to individuals and groups
To create employee experience strategies for all levels of the organization
To develop leaders' capability to engage and retain top talent
To generate detailed individual and team engagement reports to assesses development and succession needs (talent planning)
To implement actionable development plans that provide guidance and a means for tracking progress and generating enthusiasm while building self-awareness, team awareness, leadership effectiveness and job fulfillment
“If you can't measure it, you can't change it.”
— Peter Drucker
“What gets measured gets done.”
— Tom Peters
“In God we trust; all others bring data.”
— W. Edwards Deming
So much of Engagement, Employee Satisfaction Data answers the question WHAT?
Without providing the answers or insights to determine the Why? And worse, often providing misleading information because often because it is too general.
With the data, Managers, Coaches or Talent can show meaningful group data and
trends over time as well as focusing on the individual issues.
Understanding the essential and desirable (threshold) behaviors that are key for effectiveness and which ones derail performance is important but to be useful for leaders, you also need a valid and efficient way to measure people against those traits and natural tendencies. We are the only solution that does this in a validated proven way- a true game changer. We invite you to see for yourself!
"Remote work is this incredible invitation to really get good at building inclusive cultures where there's a wide variety of types of people, and to build a culture where everyone feels included and everyone is experiencing ongoing growth and development on a regular basis. That's the challenge, and it's not an easy one.”
- Shane Metcalf, 15Five
“The secret of change is to focus all of your energy, not on fighting the old, but building on the new.“
- Socrates (470-399 BC)
"Do you want to access talent everywhere, or just in specific markets? If the answer is everywhere, you need to be at least open to the possibility of remote work — it opens doors to attracting and retaining talent around the world, literally and figuratively."
- Katie Burke, Hubspot