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James Grant


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How to use people analytics to engage employees


Training can be an effective way to engage employees and reduce attrition at a company. Employees are far more likely to strive to reach success within their organisation when they know that they’re being challenged. But with so many companies offering training programmes, only people analytics helps you be sure that you’re offering your employees the support they need.

Supporting new hires from day one

When many employees begin at a company they lack the exact skill set required to complete the tasks that are expected of them. There’s nothing wrong with that, mind. Many employers are happy to offer training to employees at this level, but to get the most value from employees, they should tap into their individual skill set, rather than grow them within a mould.

By identifying candidates’ potential through a combination of psychometric tests and performance-driven results, employers can ensure their hiring process is effective. This method, known as gap analysis, informs companies of any training these candidates require as they join.

The use of data mapping techniques at this early stage can help avoid misunderstandings among new hires that lead to conflicts within the team, prevent disengagement, grow productivity and improve retention.

Getting the most from your team

While it’s important to help new starters find their feet, people analytics is able to improve the performance of your entire team. The technology helps businesses avoid progressing individuals to inappropriate roles, for which other employees would be better suited.

Managers generally believe their intuition to be correct when it comes to making these sorts of decisions, however, a recent HBR report found that most companies fall short of identifying high potential within their workforce.

However, pulling data on people's’ ability across an organisation can make them feel nervous, so employers must question how much data they collect, and why. When data is collected, employers must also communicate that the results will be used for their employees’ personal development.

While metrics on performance are obviously collected by employers, data on employees’ personality types should always be shared as part of the hiring process. This can improve employees’ understanding of their role within the organisation and demonstrate how teams can work together effectively.

Recognise unconventional paths to success

Employees often have their own definition of success, both personally and professionally. Using people analytics to set clear targets aligned to personal development and personality can enable a dynamic workforce of different backgrounds and motivations to grow within the company.

Using people analytics to combine performance statistics with psychological data can enable growth of previously unchallenged people within their role. Simply put, employees given opportunities that fit to their personality are more likely to excel. And when your employees are happy and motivated within their role, your organisation will benefit too. People analytics will map that path for each employee.

NB. If you're interested to know how people analytics can focus your business's approach to recruitment, consider coming along to Weavee's event on data's disruption of the talent acquisition market.

One Response

  1. Thanks James, i found your
    Thanks James, i found your article on people analytics really interesting. I have recently started doing a lot of research into learning and development analytics and have also published a number of articles on analytics on this site. You might also find the information on a site called Analytics in HR ( useful.

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James Grant

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