Get Leaders On Board With Engagement Analytics

Unless our listeners understand us, we might as well be talking into the air. That’s a fact even when addressing the top leaders of your company. For them to understand, you need to speak their language: numbers, figures and quantifiable information.

Now imagine you need to convince senior leadership to do more for employee engagement. How could you possibly use facts and figures to represent a hard-to-measure element of business? If only you had a system that did that for you.

Engagement analytics is the answer. While the concept of using people data in making decisions is not new, recent technological advancements make it easier for businesses to collect relevant data and analyse it practically. What’s more, these systems help present people data in a way that is more meaningful than just another table of figures.

If your company is looking to invest in employee engagement analytics, here are our top tips for getting leadership buy-in:

Link it to results

Nothing gets leaders excited more than excellent results. It’s crucial then to demonstrate the link between employee engagement and business performance. Show them that accurately measuring engagement is no different to analysing sales trends—both influence business performance.

An example of clever use of the link between people data and results is what American company Best Buy did. They used analytics to quantify the value of a 0.1 percent increase in engagement to $100,000! Now that’s an amount no boss would ignore.

If you need some ideas on this topic, check out the ‘Work’ section of our WellHub.

Link it to better decision-making

Leaders don’t like guessing. After all, if you were in charge of making decisions that affect hundreds or even thousands of workers (not to mention millions of dollars), you wouldn’t take risky gambles either. So, show them that engagement analytics is there to help them make the best decisions concerning your most important assets—your people.

Relying on measures like the annual engagement survey is no longer enough to make timely, relevant and high-impact decisions that benefit the company. In fact, experts note that the efficient use of people analytics is a significant trend for forward-thinking employers.

Link it to their beliefs

But do your top rung leaders really think understanding the workforce is vital to success? Take it from Aon CEO, Greg Case, who said, “People allocation is as powerful as financial allocation.” What’s more, a recent McKinsey survey of corporate directors reveals that most believe they aren’t doing a good job developing people or the company’s culture. Swoop in with a solution and demonstrate how regularly measuring engagement levels provides the audit they need to do better in the areas they feel they lack.

Investing in engagement analytics is the best way for leaders to show they want to improve the working culture. Don’t forget to link your business case to the results it will yield, how it helps decision-making and how it ultimately makes them better leaders.