Untap and use the right data to drive innovation, retention and profitability
Workers want flexibility in the hours they work, the place they do their work and the way they’re rewarded and compensated. Employers need an agile workforce that can quickly be scaled up or down depending on need and skills. Meeting all of these expectations defines a productive, engaged workforce.
Data can guide and shape a profitable work experience, one that is rewarding for employees and drives the outcomes that are important to employers. Harvard Business Review Analytic Services conducted a pulse survey sponsored by Alight to investigate what types of data employers should be using and how to break down barriers to integrate data across the enterprise.
Look at more than just HR data
Employers often neglect vital data that can be collected outside of traditional HR data, preventing a 360-degree view of employees. For example, employee choices and behaviors around their health and financial wellbeing can predict downstream impact of those decisions, like turnover, predictive analytics around retirement, attrition and health equity.
Types of data being used today to shape the work experience
| Human resources data (i.e., payroll, engagement surveys, talent management solutions) | 71% |
| Company surveys sent to employees | 62% |
| Finance data | 28% |
| Wellbeing and wellness data | 25% |
| Customer relationship management (CRM) data | 13% |
| Enterprise resource planning (ERP) data | 13% |
Data silos stand in the way of integrated insights
What is standing in the way of collecting and analyzing the data that provides a 360-degree view of the employee experience?
| Poorly integrated applications/technical infrastructure | 43% |
| Differing departmental goals regarding data | 39% |
| Corporate culture can be resistant to sharing data | 30% |
| Legacy systems | 28% |
| Poor accessibility to data | 25% |
| Company growth via mergers and acquisitions | 14% |
Leaders score a C on prioritizing the use of data
The most effective way to impact change is for leaders to establish a clear data agenda. Respondents to the study say that a lack of prioritization by leadership is one of the biggest challenges when it comes to using data to derive insights about the employee experience.
Ready to learn more about how organizations can use data to drive a profitable employee experience?
Download the full report
rated their organizations a 7 or less out of 10 (with 10 being extremely high priority), indicating their organizations were not doing a very good job of measuring the outcome of employee experience initiatives.
say their organization is doing a very good job very good job of measuring the outcome of employee experience initiatives.
