How leadership, culture and data define profitable employee experiences

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

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?

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.