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Featured
2 min read
Christy Green
Effective workforce listening is critical for HR professionals. Listening at scale involves gathering and analyzing data from various channels to understand the workforce better. As a key listening tool, employee surveys provide valuable insights into employee sentiment, behaviors, and overall satisfaction. However, transforming survey data into actionable outcomes can be challenging. This is where One Model’s new Qualtrics API connector comes into play. One Model’s Qualtrics API integration simplifies survey data extraction and analysis by streamlining the consolidation and mapping of survey information with other HR data for comprehensive analysis and strategic planning. Simplify Data Acquisition with Unified Data Models One of the primary benefits of the new Qualtrics API connector is its ability to simplify data acquisition through a unified data model. Traditionally, organizations have struggled with the laborious task of mapping varying survey questions and consolidating data for meaningful analysis. The new API reduces the number of manual steps and potential for errors. Integrate Survey Results with Key HR Metrics The Qualtrics API integration enables users to integrate survey results with key HR metrics. By doing so, it facilitates advanced analytics and strategic planning across different departments and time periods. This integration provides a holistic view of employee engagement and performance, allowing organizations to understand the impact of HR initiatives on retention and performance over time. Enhance Employee Engagement and Performance The new API connector plays a crucial role in boosting employee experience by providing deeper insights into employee sentiment and behaviors. By integrating survey metrics with HR metrics, organizations can develop targeted engagement strategies, enhance the effectiveness of HR initiatives, and ultimately strengthen company culture. This comprehensive analysis helps in identifying areas for improvement, driving stronger performance, and increasing employee retention. Key Benefits Save time: Extract and prepare data in fewer steps. Create a better culture: Support personalized employee experiences and strategic planning by using detailed insights from integrated data. Go beyond surface-level data: Gain deeper insights into engagement and performance with machine learning and statistical analysis. For a deeper understanding of the integrated framework for workforce listening, explore One Model’s comprehensive approach that includes conversations, surveys, and systems data in their blog post here.
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Featured
4 min read
Dennis Behrman
Corporate culture plays a pivotal role in driving organisational success, but quantifying its impact has often relied on subjective assessments. However, with people analytics, human resources teams can adopt a scientific approach to measure and predict the impact of corporate culture more effectively. Phil Schrader caught up with Season Chapman and Yuli Lopez, both One Model enthusiasts who have ventured out as founders of Culture Curated, for a captivating dialogue about culture. They share their firsthand experiences of using One Model's software platform to directly measure and address human resources challenges. The Power of People Analytics in Culture Assessment: Traditional methods of understanding corporate culture, relying on gut instinct and after-the-fact observations, can be subjective and limited in providing actionable insights. People analytics, on the other hand, uses data-driven methodologies to uncover patterns and make predictions about culture's impact on business outcomes. By analysing various data points, such as employee surveys, performance metrics, and feedback channels, organisations gain a comprehensive understanding of the underlying factors shaping their culture. Measuring Culture in Real Time Phil Schrader's conversation with Season and Yuli highlights the transformative potential of people analytics in directly measuring and monitoring key drivers of corporate culture. Culture Curated leveraged One Model's software platform, empowering HR teams to collect and analyse vast amounts of data to transform it into meaningful insights. With objective metrics and data visualisations, organisations can now track culture-related issues in real time, enabling proactive interventions to address them promptly. This shift from reactive observations to predictive analysis empowers leaders to make informed decisions that positively impact culture. Predicting and Enhancing Culture The true power of people analytics lies in its ability to predict the outcomes of culture-related initiatives. By examining historical data and identifying patterns, organisations can forecast the potential impact of cultural interventions. This predictive capability allows leaders to develop targeted strategies to enhance their desired culture and align it with their business objectives. People analytics provides evidence-based guidance for redesigning performance management systems, fostering diversity and inclusion, and enhancing employee well-being initiatives. With these insights, organisations can drive meaningful change and achieve their desired results. The Video Dialogue: A Firsthand Account To delve deeper into the transformative effects of people analytics on corporate culture, we invite you to watch the engaging video dialogue between Phil Schrader, Season Chapman, and Yuli Lopez of Culture Curated. In this video, they share their experiences of using One Model's software platform to directly measure and address culture-related challenges. Their insights provide a firsthand account of the power of people analytics in driving organisational success through a data-driven approach to culture assessment. It's All About Attracting and Retaining Top Talent People analytics has revolutionised the way organisations measure, monitor, and improve their corporate culture. By harnessing data-driven insights, leaders can make informed decisions and actively shape their culture to drive success. We trust experts like Season and Yuli when it comes to transforming culture measurement. Ultimately, organisations can create thriving cultures that attract top talent, foster innovation, and achieve sustainable success in today's competitive business landscape. Request a Personal Demo to See How to Measure and Improve Culture with People Analytics
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Featured
7 min read
Chris Butler
The employee survey still is perhaps the most ubiquitous tool in use for HR to give their employees a voice. It may be changing and being disrupted (debatable) by regular or real-time continuous listening and other feedback mechanisms. Regardless, employee survey data collection will continue. I am, however, constantly amazed by the amount of power that is overlooked in these surveys. We’re gathering some incredibly powerful and telling data. Yet, we barely use a portion of the informational wealth it holds. Why? Most organizations don’t know how to leverage the confidential employee survey results correctly and maintain the privacy provisions they agreed with your employees during data collection. The Iceberg: The Employee Survey Analytics You're Missing Specifically, you are missing out on connecting employee survey answers to post-survey behaviours. Did the people who said they were going to leave actually leave? Did the people who answered they lack opportunity for training, actually take a training course when offered? Did a person who saw a lack of advancement opportunities leave the company for a promotion? How do employee rewards affect subsequent engagement scores? And of course, there are hundreds of examples that could be thrown out there, it is almost a limitless source of questioning, you don’t get this level of analysis ROI from any other data source. Anonymous vs. Confidential Surveys First, let me bring anyone who isn’t familiar with the difference up to speed. An anonymous survey is one where all data is collected without any identifiers at all on the data. It is impossible to link back to a person. There’s very little you can do with this data apart from what is collected at the time of questioning. A confidential survey, on the other hand, is collected with an employee identifier associated with the results. This doesn’t mean that the survey is open, usually, the results are not directly available to anyone from the business which provides effective anonymity. The survey vendor that collected these results though does have these identifiers and in your contract with them, they have agreed to the privacy provisions requested and communicated to your employees. And a number of survey vendors will be able to take additional data from you, load it into their systems and be able to show a greater level of analysis than you typically get from a straight survey. This is better than nothing but still far short of amazing. Most companies, however, are not aware that survey vendors are generally happy (accepting at least) to transfer this employee-identified data to a third party as long as all confidentiality and privacy restrictions that they, the customer, and the employees agreed to when the survey was collected. A three-way data transfer agreement can be signed where, in the case of One Model, we agree to secure access to the data and maintain confidentiality from the customer organization. Usually, this confidentiality provision means we need to: Restrict the data source from direct access. In our case, it resides in a separate database schema that is inaccessible by even a customer that has direct access to our data warehouse. Provide ‘Restricted’ metrics that provide an aggregate-only view of the data, i.e. only show data where there are more than 5 responses or more than 5 employees in a data set. The definition of how this is restricted needs to be flexible to account for different types of surveys. Manage Restricted metrics as a vendor, preventing them from being created or edited by the company when a restricted data set is in use. Support employee survey dimensionality that adheres to this restriction so you can’t inadvertently expose data by slicing a non-restricted metric by a survey dimension and several other dimensions to create a cut to a population that otherwise may be identifiable. Get Ready to Level Up Employee Survey Analysis! Your employee survey analytics can begin once your survey data is connected to every other data point you hold about your employees. For many of our customers that means dozens of people data sources across the recruit to retire, and business data spectrums. Want to know what the people who left the organization said in their last survey? Three clicks and a few seconds later and you have the results. Want to know if the people you are recruiting are fitting in culturally and which source of hire they were recruited from Or if low tenure terminations show any particular trends in engagement, or culture responses? Or whether people who were previously highly engaged and have a subsequent drop in engagement have a lack of (choose your own adventure) advancement|compensation|training|skilled-peers|respect for management? Literally, you could build these questions and analysis points for days. This is what I mean, a whole new world opens up with a simple connection of a data set that almost every company has. What can I do? Go and check your last employee survey results and any vendor/employee agreements for how the data was to be collected and used. If the vendor doesn’t state how it’s being collected, check with them, often they are collecting an employee identifier (id, email, etc). If you are lucky you might have enough leeway to designate a person or two within your company to be able to run analysis directly. Otherwise, enquire about a data transfer agreement with a third party who will maintain confidentiality. I’ve had this conversation many times (you may need to push a little). If you don’t have data collected with an identifier, check with HR leadership on the purpose of the survey, and the privacy you want to provide employees with and plan any changes for integration into the next survey. This is a massively impactful data set for your people analytics, and for the most part, it’s being wasted. However, always remember to respect the privacy promise you made to employees, communicate how the data is being used and how their responses are protected from being identified. With the appropriate controls, as outlined above, you can confidentially link survey results to actual employee outcomes and take more informed action on the feedback you collected in the employee survey analysis. If you would like to take a look at how we secure and make survey data available for analysis, feel free to book a demonstration directly below. Ready to see us Merge Employee Survey Data with HRIS Data? Request a Demo!
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