How to use data to analyze your employee engagement
Feedback data has become so indispensable where critical decisions of the organizations are taken considering it. Imagine you have collected all the required feedback from your employees; your next step is to analyze the gathered feedback data. It’s not about just collecting data; what matters is what you do with the data. Converting the gathered data into employee engagement activity is always a tricky job. Especially when the feedback is enormous, breaking down into parts, sorting and classifying it to get the inferences makes it even trickier. This blog untangles the knots of this complex process.
First of what is employee engagement? How do you measure it? Though we have spoken about it many times, let me brief it more time. Making an employee engaged is not about controlling him/her to perform a task; it’s about making them feel responsible with the work they do. Engaged employees stay committed to their work. And this can be measured by assessing the contribution an employee has put in achieving a target.
Feedback data tells everything you need to know about employee engagement, but the point is the feedback given by the employees should be genuine.
Collect genuine feedback:
Collected data can sometimes differ from reality. For example, an employee would have given 8⁄10 as his satisfaction score, but in reality, his score may be just 3⁄10. You need to analyze a lot more things along with the feedback. This is more consuming and hard to do it for all the employees in a larger organization.
All you need to do is, find the perfect employee feedback tool for your organization. The tool which rolls out survey questions that can extract quality data from your employees more than the quantity. Before you roll out a survey, there are a set of precautions you need to follow to acquire genuine feedback.
The survey question should be like something that can’t be ignored, should be answerable quickly, the time you ask a survey question is also important because asking feedback during crucial work hour or about an event that happened long ago or a yearly once survey can’t fetch you with relevant data and most importantly the platform you use to get answers is important. It would be better if you use a platform that your employees already use or familiar with. Make the process as simple as possible, and you will have a higher response rate for the surveys.
Anonymous answering is also another way to get genuine data. And when you know what is happening with every employee, you can start the analysis. Some engagement tools also generate reports which make your job easy.
Analyzing feedback data
To analyze the feedback data effectively, you need to understand clearly about the collected data and channel them into actions. How you look upon data decides the organizational strategies, the performance of your employees, and the overall success. Therefore you need to follow an approach even for analyzing and envisioning data. So once you have your survey results in your hands, classify them. For example, classify the feedback of employees referring to a particular age, salary range, years of experience, and so on. And you may find out that employees of particular no. of years after which employees leave the organization, or employees with certain salary range are leaving. Therefore when you find such employees who are at higher risks, you can take steps to solve their issues and re-engage them.
Employees should know that you care and work on their feedback until then there is less probability to solve the disengagement problems. Let your employees understand that you have taken serious steps to fix issues that they have mentioned in their feedback. This leads to trust and transparency which every employee expects from an organization.
So when your employees have no issues with the management, co-workers, or with their job roles, employee engagement will be maximum. And when there is no issue with your employees and your profits are going to be maximum.
Thus these two steps can help you with the overwhelming challenge of analyzing enormous feedback data and knowing about employee engagement. Therefore now you know how to collect relevant feedback data and interpret it with employee engagement initiatives. So what are you waiting for? Go and convert those feedback into a meaningful change for both your organization as well as for your employees.