{"id":4360,"date":"2024-07-22T13:15:00","date_gmt":"2024-07-22T17:15:00","guid":{"rendered":"https:\/\/primepay.com\/blog\/employee-insights-better-workplace\/"},"modified":"2025-01-29T12:43:21","modified_gmt":"2025-01-29T17:43:21","slug":"employee-insights-better-workplace","status":"publish","type":"post","link":"https:\/\/primepay.com\/blog\/employee-insights-better-workplace\/","title":{"rendered":"How to Use Employee Insights to Build a Better Workplace"},"content":{"rendered":"\n<p>Imagine this: Your company is thriving\u2026or so it seems. The office buzzes with activity, yet subtle signs of discontent are growing beneath the surface. Key projects are stalling, and talented employees are quietly heading for the door.<\/p>\n\n\n\n<p>What went wrong?<\/p>\n\n\n\n<p>The answer lies in the unseen gaps\u2014those moments when employee feedback wasn\u2019t collected, data wasn&#8217;t analyzed, and voices were left unheard.&nbsp;<\/p>\n\n\n\n<p>Shockingly enough, only <a href=\"https:\/\/primepay.com\/insight\/2024-current-state-of-the-employee-experience\/\">53% of HR leaders<\/a> gather employee feedback quarterly, meaning almost half of companies don\u2019t use employee insights regularly to improve practices. Regular data collection empowers you to see storms brewing and make much-needed adjustments to enhance the employee experience before situations like these unfold.&nbsp;<\/p>\n\n\n\n<p>Without employee experience analytics, you\u2019re not only left in the dark about how employees feel but also whether they understand their purpose and role within the company.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"jump-link-one\">Data is the Future of Employee Experience Practices<\/h2>\n\n\n\n<p>Data is a powerful tool to drive strategic decisions and enhance people management.&nbsp;<\/p>\n\n\n\n<p>In HR, some of the primary uses of data include:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Recruitment<\/li>\n\n\n\n<li>Performance<\/li>\n\n\n\n<li>Compensation and benefits<\/li>\n\n\n\n<li>Retention<\/li>\n<\/ul>\n\n\n\n<p>By analyzing trends and metrics, HR teams can identify better ways to recruit and train employees, improve benefits, and create roadmaps for the future.&nbsp;<\/p>\n\n\n\n<p>However, HR often overlooks gathering employee data on engagement, understanding of role purpose, and alignment with company goals.&nbsp;<\/p>\n\n\n\n<p><a href=\"\/blog\/employee-experience\/\" target=\"_blank\" rel=\"noreferrer noopener\">Employee experience<\/a> and engagement statistics allow HR to determine these crucial factors. By leveraging this data, HR teams can develop targeted plans for improvement in the right areas, ensuring employees feel valued, understood, and connected to the company\u2019s mission.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">5 Best Practices for Collecting and Using Employee Experience Data<\/h2>\n\n\n\n<p>Need help with how to use data to create a better employee experience? Below are five ways to ensure you capture (and act on) accurate and timely employee insights.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"jump-link-two\">1. Hone in On Employees\u2019 Understanding Of Strategy And Metrics<\/h3>\n\n\n\n<p>Employee engagement is crucial from day one. From the moment new hires are onboarded, it\u2019s vital to establish a strong connection and clear understanding of their purpose within the organization.&nbsp;<\/p>\n\n\n\n<p>This initial phase sets the tone for their entire journey, ensuring they see how their role contributes to the company\u2019s overarching goals. HR teams must act swiftly to cultivate this engagement and lay the foundation for employees&#8217; long-term success.<\/p>\n\n\n\n<p>However, this ideal scenario isn\u2019t always reality. <a href=\"https:\/\/www.gallup.com\/workplace\/644717\/chros-think-performance-management-system-works.aspx#:~:text=Only%2047%25%20of%20employees%20strongly,standard%20or%20roadmap%20for%20success.\" target=\"_blank\" rel=\"noreferrer noopener\">Less than half of employees<\/a> report understanding their role or what\u2019s expected of their team or department, and only <a href=\"https:\/\/www.gallup.com\/workplace\/608675\/new-workplace-employee-engagement-stagnates.aspx\" target=\"_blank\" rel=\"noreferrer noopener\">45% of employees<\/a> clearly understand how their role relates to their company\u2019s mission. Ensuring employees understand what they do daily (and how it ties into the company&#8217;s objectives) is strongly connected to productivity, retention, and the overall employee experience.<\/p>\n\n\n\n<p>On the other hand, disengagement arises when employees need clarification of their role and purpose. Human Capital Executive Lorna Hagen states: \u201cDissatisfaction and disengagement happens when you don\u2019t know why you\u2019re doing something. Right? It\u2019s a definition of insanity. I show up every day, and I have no idea what we\u2019re doing here.\u201d<\/p>\n\n\n\n<p>Long story short, collecting employee experience analytics allows you to peek behind the curtain to see how well employees grasp their roles and use the information to correct the course if needed.<\/p>\n\n\n\n<p>However, Hagen admits that data is an area for improvement for most HR teams. She explains: \u201cWe don\u2019t do enough collection of feedback on employee understanding of company strategy and company metrics. I absolutely believe that a <a href=\"https:\/\/teamflect.com\/blog\/employee-engagement\/disengaged-employees\" target=\"_blank\" rel=\"noreferrer noopener\">disengaged employee<\/a> starts because they don\u2019t understand why they\u2019re there.\u201d<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Practical Tip: Regularly Deploy Employee Feedback Surveys<\/h4>\n\n\n\n<p>Frequent data collection is the linchpin for uncovering and addressing employee disengagement, role confusion, and whether employees are aligned with company goals. However, many companies don\u2019t gather enough data \u2013 only 20% of companies collect employee experience data frequently.<\/p>\n\n\n\n<p>Hagen lists this as one of her biggest regrets, admitting that she wishes she \u201chad collected more and [&#8230;] over-indexed my surveys on understanding the business and the business gaps, meaning the gaps in how work gets done.\u201d<\/p>\n\n\n\n<p>Her reflection offers an approach involving frequent employee feedback surveys to gather detailed data. These surveys provide deep insights into employees\u2019 understanding of their roles and purpose and how these elements coincide with company objectives.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"jump-link-two\">2. Combine Employee Feedback Surveys With Human Interaction<\/h3>\n\n\n\n<p>Employee feedback surveys are excellent tools for gaining insights into how employees perceive and feel about your company. They enable you to make actionable decisions based on data.<\/p>\n\n\n\n<p>Lisa Parks, managing partner and General Counsel at McDougal Advisors, explains, \u201cGathering feedback through surveys is great when you want to gather a bulk of feedback at once and maybe get at something employees aren\u2019t comfortable saying one-on-one or reporting to HR.\u201d<\/p>\n\n\n\n<p>However, surveys are only one piece of the puzzle. While surveys allow you to see how employees feel as a group, they may not capture the nuances of each individual\u2019s experience.<\/p>\n\n\n\n<p>Another critical factor to consider is the message the analytics convey and whether it aligns with how employees genuinely feel and think. Surveys alone don\u2019t always reveal the full scope of what the data is saying or how it looks in real life.<\/p>\n\n\n\n<p>Parks emphasizes this point with an example: \u201cA billability report might show you how stressed out you think employees are and how overly full their plates are. But without the context of what that actually feels like on a day-to-day basis, it could be very different depending on the type of work or the type of clients.\u201d&nbsp;<\/p>\n\n\n\n<p>The discrepancy between what data says and how employees genuinely feel highlights the importance of complementing survey data with deeper, context-rich insights from individual conversations and observations.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Practical Tip: A Holistic Look At Employee Insights&nbsp;<\/h4>\n\n\n\n<p>Human interaction alongside data collection is essential to fully understanding what\u2019s happening in the workplace. Parks strongly favors one-on-one conversations with front-line managers to gain the context she needs and close the information gap.<\/p>\n\n\n\n<p>She states, \u201cThat human gathering of information in a trusted relationship is always going to be, for me, the gold standard of what\u2019s really going on and what I trust the most.\u201d<\/p>\n\n\n\n<p>Combining the insights gathered from these personal interactions with the data collected from surveys provides a comprehensive understanding of your people. This two-pronged strategy empowers you to create an actionable plan that addresses both the broader trends and the individual experiences of employees.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"jump-link-four\">3. Leverage Data For Business Impact<\/h3>\n\n\n\n<p>Have you ever wanted your CEO or CFO to sign off on a new initiative or program, but they wouldn\u2019t budge?<\/p>\n\n\n\n<p>Start-up expert Barry Marshall points out the importance of data in these situations: \u201cWhen you want to invoke programs or initiatives or take action, our CEOs and CFOs don\u2019t listen to conjecture and presumptions. They want data. We need data to speak and basically be that voice of the people through the lens of data to drive direction and business impact.\u201d<\/p>\n\n\n\n<p>To provide CEOs and CFOs with the data they need to make solid decisions, you must balance employee experience surveys with targeted and insightful questions that offer invaluable employee insights. This approach not only captures the pulse of employees but also generates the evidence required to launch new programs and initiatives.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Practical Tip: Track and Analyze Employee Experience Analytics<\/h4>\n\n\n\n<p>For the best impact, asking insightful questions that collect quality data and track it over time is crucial. Rather than overwhelming employees with many questions each month, focus on asking meaningful questions that get down to the base level of the issue.<\/p>\n\n\n\n<p>Marshall suggests, \u201cFind ways to ask really good questions that get at the heart, the root of the why, and just watch it over time as things begin to change.\u201d<\/p>\n\n\n\n<p>Integrating manager-collected data with insights from one-on-one conversations can increase the quality of your results. By combining these sources of information, you can gain a better perspective of your company\u2019s workplace engagement and cultivate an effective action plan.&nbsp;<\/p>\n\n\n\n<p>Moreover, having robust, tracked data provides the evidence you need to present to CEOs and CFOs.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"jump-link-five\">4. Adapt To Dramatic Organizational Change<\/h3>\n\n\n\n<p>Reports and workplace engagement insights allow you to gain a pulse check, especially after organizational changes. With 64% of HR leaders reporting dramatic changes, it\u2019s clear that numerous companies, from tech giants to small- and medium-sized businesses, have undergone significant shifts.<\/p>\n\n\n\n<p>Organizational changes aren\u2019t the only times to check in with employees and managers.&nbsp;<\/p>\n\n\n\n<p>Whenever you:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Downsize<\/li>\n\n\n\n<li>Increase headcount<\/li>\n\n\n\n<li>Start a new initiative&nbsp;<\/li>\n\n\n\n<li>Shift strategies&nbsp;<\/li>\n<\/ul>\n\n\n\n<p>Or make changes in:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Benefits<\/li>\n\n\n\n<li>Compensation<\/li>\n\n\n\n<li>Leadership<\/li>\n\n\n\n<li>Company mission, values, and goals<\/li>\n<\/ul>\n\n\n\n<p>\u2026it\u2019s vital to collect feedback and data from all major and minor changes to the company. The key is to understand the impact, whether positive or negative.<\/p>\n\n\n\n<p>Conducting employee engagement surveys and having one-on-one conversations provides access to this crucial information. Regularly gathering feedback ensures you understand employees\u2019 sentiments during transitional moments.<\/p>\n\n\n\n<p>Parks advises, \u201cCollecting feedback after communications is crucial because the information hits differently depending on the employee.\u201d<\/p>\n\n\n\n<p>By staying attuned to employee sentiments through regular feedback, you can navigate organizational changes effectively.&nbsp;<\/p>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"705\" height=\"303\" src=\"https:\/\/primepay.com\/wp-content\/uploads\/organizational-change-2024.png\" alt=\"organizational change 2024\" class=\"wp-image-4362\" title=\"\"><\/figure>\n<\/div>\n\n\n<p class=\"has-text-align-center\"><em>Change is the new norm for most organizations. Read our 2024 State of Employee Experience research report, filled with company and employee insights, to help transform your own employee experience program.<\/em><\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"jump-link-six\">5. Maintain Employee Engagement During Transitions<\/h3>\n\n\n\n<p>To maintain employee engagement and morale during transitional times, Marshall emphasizes, \u201cCommunicate, communicate, communicate.\u201d Clearly articulate the reasons for the change, the expected outcomes, and how it will impact employees.<\/p>\n\n\n\n<p>Parks recommends considering the following three questions before making any announcements of change:<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li>What are they expecting to hear?<\/li>\n\n\n\n<li>What do they want to hear?<\/li>\n\n\n\n<li>What are they afraid to hear?<\/li>\n<\/ol>\n\n\n\n<p>She warns, \u201cWe can tend to shy away or not want to address the \u2018what are they afraid to hear,\u2019 and that\u2019s such a mistake.\u201d<\/p>\n\n\n\n<p>Transparency fosters trust and helps alleviate anxiety and uncertainty. Regular updates and open forums where employees can ask questions and express concerns are essential, yet only 26% of organizations provide open forums like town halls and all-hands meetings.<\/p>\n\n\n\n<p>Communication has to be a two-way street to maintain engagement and morale. People leaders must communicate effectively, early, and often, and employees should feel comfortable and open to relay their thoughts and concerns about what\u2019s to come or what\u2019s happening.<\/p>\n\n\n\n<p>Open communication creates an environment where employees feel informed, valued, and heard. This mitigates the stress associated with transitions and strengthens the overall sense of community within the organization.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Elevating Employee Experience Through Data Collection<\/h2>\n\n\n\n<p>Data collection is integral to the future of employee experience. It empowers HR leaders to enhance the overall work environment by enabling informed decisions, identifying trends and issues early on, and providing insights for personalized employee engagement.<\/p>\n\n\n\n<p>With data, organizations can measure the impact of their initiatives, refine communication strategies, and adapt to changing circumstances. Today\u2019s workplace constantly evolves, and leveraging data is paramount for maintaining a positive and dynamic employee experience.&nbsp;<\/p>\n\n\n\n<p>Prioritize regular employee feedback and data collection to ensure your strategies remain responsive, supportive, and effective.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Imagine this: Your company is thriving\u2026or so it seems. The office buzzes with activity, yet subtle signs of discontent are growing beneath the surface. Key projects are stalling, and talented employees are quietly heading for the door. What went wrong? The answer lies in the unseen gaps\u2014those moments when employee feedback wasn\u2019t collected, data wasn&#8217;t [&hellip;]<\/p>\n","protected":false},"author":9,"featured_media":4364,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"content-type":"","footnotes":""},"categories":[19],"tags":[],"class_list":["post-4360","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-employee-management"],"acf":[],"_links":{"self":[{"href":"https:\/\/primepay.com\/wp-json\/wp\/v2\/posts\/4360","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/primepay.com\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/primepay.com\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/primepay.com\/wp-json\/wp\/v2\/users\/9"}],"replies":[{"embeddable":true,"href":"https:\/\/primepay.com\/wp-json\/wp\/v2\/comments?post=4360"}],"version-history":[{"count":3,"href":"https:\/\/primepay.com\/wp-json\/wp\/v2\/posts\/4360\/revisions"}],"predecessor-version":[{"id":7086,"href":"https:\/\/primepay.com\/wp-json\/wp\/v2\/posts\/4360\/revisions\/7086"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/primepay.com\/wp-json\/wp\/v2\/media\/4364"}],"wp:attachment":[{"href":"https:\/\/primepay.com\/wp-json\/wp\/v2\/media?parent=4360"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/primepay.com\/wp-json\/wp\/v2\/categories?post=4360"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/primepay.com\/wp-json\/wp\/v2\/tags?post=4360"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}