Visier Predicts an Employee Engagement Revolution
Why companies will start prioritizing workforce analytics over traditional engagement measures
VANCOUVER, BC and SAN JOSE, CA — October 20, 2015 – Visier, the leader in Workforce Intelligence, today predicted the future of measuring employee engagement — and it involves significantly more than the traditional annual engagement survey.
“Workforce analytics has been identified as a top priority and capability gap for organizations,” says Dave Weisbeck, Chief Strategy Officer, Visier. “Yet it is common for large enterprises to spend more money on a single annual antiquated engagement survey than on real-time high-value workforce analytics. Today companies are throwing away their annual surveys in favor of new technology approaches, which create an even greater opportunity and demand for workforce analytics.”
Read the blog post, The promise and pain of the employee engagement revolution: What every HR professional needs to know.
The changing engagement technology landscape
In today’s era of Big Data and mobile apps, the engagement technology landscape is being rapidly disrupted by start ups offering solutions for weekly employee “pulse” surveys and continuous 360 degree feedback. These apps overcome a major flaw in traditional annual engagement surveys: they provide companies with an up-to-date measure of engagement and how it is changing. However, they do not solve the ultimate challenge of understanding what actually engages, motivates, and retains an employee.
Analysis of an engagement survey’s results is not analytics
The analysis of engagement survey results does not help an organization uncover employee dynamics or answer why one group is more engaged than another. On the other hand, workforce analytics, when done well, brings together external and internal data from all HR systems — including the Big Data generated by the many new engagement survey and employee feedback platforms.
“Great workforce analytics looks across all the hundreds of employee attributes to uncover the connections that answer critical why and how questions” explains Weisbeck. “For instance, why does a specific team or role or demographic have an issue with engagement? What is the connection between engagement and retention or employee performance? How can we measure the results of HR programs designed to drive engagement and, ultimately, business outcomes?”
The great irony is that today many large companies spend more money on relatively low value annual engagement surveys than they do on workforce analytics — yet workforce analytics is a top priority and capability gap, as identified in the Deloitte’s Global Human Capital Trends 2015 report, and is proven to provide significant business benefits.
The employee engagement revolution
In the next few years employee engagement will evolve dramatically. In the “war for talent” presented by today’s tight labor market, the companies that win will be those who have moved past collecting masses of data in their HR systems to unlocking it with workforce intelligence.
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