Joe Green, Vice President of Sales at GroupeX Solutions, shares insights on how organisations can leverage workforce data to help improve employee buy-in and create true engagement.
Modern workforce leaders are tasked with navigating ever evolving challenges, adapting their management strategies whilst taking steps to build and improve employee engagement. However, the workforce is changing rapidly. The rise of automation, an aging workforce and the increased demand for skilled workers all present new barriers for organisations attempting to create comprehensive work experiences.
“Workforce management data can be used to empower employees to act and give them feedback on where and how they fit within their organisation’s performance.”
Joe Green, Vice President of Sales at GroupeX Solutions
As we continue our Modern Workforce Leaders Series, we’ll explain how equipping employees with workforce data that highlights each employee’s unique contributions can help companies foster a culture of engagement and commitment.
Joe Green shares how harnessing the power of data can create true employee engagement.
Anticipating Modern Workforce Challenges
Being a modern workforce leader means having foresight into upcoming challenges that will face your workforce and preparing for those challenges before they happen. Doing this successfully requires organisational leaders to consider what trends impact their workforce today and how these concerns might change over time.
When assessing the top workforce management hurdles organisations will need to tackle, Joe highlighted the fast approaching “Silver Tsunami.” He says, “We’ve got a lot of people retiring especially out of the trades and the manufacturing industry.” Organisations must prepare to replace their existing competencies by investing in workforce strategies that can help retain new talent and promote upskilling in real-time.
These dynamics represent more complex challenges for industries that depend on deskless workers, since this employee population must rely on different technologies that support email, messaging and collaboration platforms to sustain daily operations. Organisations need to search out other technologies to try and replicate or create the same synergy and sense of team in a distributed workplace.
Harnessing the Power of Workforce Data
Industry leaders that inspire greater performance with their workers do so by harnessing workforce data to their advantage. Workforce management platforms, more than other comparable tools, are touched by employees multiple times every day. Beyond the benefits of providing employees with collaboration tools and resources that foster strong communications, this technology provides organisations with a rich source of data that can serve to boost productivity to enhance culture.
Workforce analytics paint a clear picture of how employee productivity directly impacts the company’s bottom line. The following are a few examples of individual performance metrics that can help employees contextualise their daily activities.
- Productivity Metrics: Hours logged, tasks completed, or units produced can provide a baseline for employees to self-improve.
- Quality Metrics: Errors made, client complaints, or rates of returned products are metrics that help employees focus on quality over quantity.
- Utilisation Rate: This is especially useful for service or consultancy businesses where billable hours are crucial. Employees can optimise their time to increase billable hours.
- Customer Satisfaction Scores (CSAT): Direct customer feedback can provide actionable insights into customer-facing roles.
These metrics should serve as tools for improvement rather than instruments to criticise employees. Combining workforce data such as the defined KPIs above and other data visualisations with tangible business outcomes allows each person to act effectively and see meaningful feedback on where and how they fit within their organisation’s performance.
To this end, it can also be beneficial to communicate team performance metrics to highlight indicators of effective teamwork. Here are a few examples of team performance metrics:
- Team Collaboration Index: Metrics such as cross-team project completion rates can inspire teams to collaborate more effectively.
- Time to Market: For product development teams, tracking the time to market for new launches can encourage speed without compromising quality.
- Retention Rates: Customer or employee retention rates can provide insights into how well the team is performing in terms of satisfaction and engagement.
Today’s workforce is looking for regular feedback, not just annual reviews. Workforce data such as individual or team performance metrics guide informed decision-making at every level—from frontline workers to managers—ultimately driving better collective performance.
A Clear Vision Inspires Better Performance and True Employee Engagement
When asked what future investments would have the most impact on today’s workforces, Joe advocated for selecting tools that can inform employees on how their performance impacts business success. Workforce management platforms allow for real-time performance tracking and feedback loops to keep employees continuously engaged. Rather than simply providing uncontextualized data metrics, giving employees actionable productivity or quality metrics for how they can improve in their performance of daily tasks enables them to understand the impact they have on organisational performance and can help them make informed decisions.
Workforce data analytics provides opportunities to identify process bottlenecks and employees can use these insights to streamline workflows and collaborate across departments, leading to enterprise-wide advancement. By communicating how individual or team performance metrics align to corporate KPIs such as Net Promoter Scores (NPS), revenue metrics, or customer churn rates, employees gain first-hand appreciation of how their individual efforts impact organisational successes. This approach creates a deeper sense of commitment and investment in their roles, driving enhanced performance outcomes.
With goal-oriented operational data at their fingertips, employees are equipped to take initiative based on insights instead of assumptions. An example of this might include matching quality metrics to revenue metrics so that employees can see directly how errors affect outcomes. Similarly, workforce management tools that support consistent employee feedback can serve to identify strategies for process improvement.
That’s how you really get people to buy in to where they are and how they impact performance. That is true employee engagement. Identifying and recognising high achievers also helps create a clear vision of what better performance means. If the goal is for your team to perform at higher standards, find ways to highlight the key performers who are impacting the business and driving positive outcomes. This taps into people’s innate drive to improve and over time can propel the entire organisation to move with agility.
The future of workforce management is a dynamic landscape shaped by a confluence of factors. Modern workforce leaders must adeptly navigate challenges arising from the aging workforce, harness the potential of technology, empower employees through meaningful information and invest in their growth and well-being. By embracing these principles and addressing emerging trends, organisations can cultivate a workforce that is poised to thrive in an ever-evolving work environment.
Hear Joe’s story as a Modern Workforce Leader and learn how workforce data can create true employee engagement.
