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How can you use employee lifecycle analytics to improve retention and reduce turnover?

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Employee lifecycle analytics is the process of measuring and analyzing the data related to the different stages of an employee's journey within an organization, from hiring to exit. It can help you understand the factors that influence employee engagement, retention, and turnover, and provide insights for improving your talent management strategies. In this article, we will explore how you can use employee lifecycle analytics to enhance your employee engagement and reduce your turnover rate.

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Paul Everitt

Learning and OD, Culture and Employee engagement Consultant

1 Benefits of employee lifecycle analytics

Employee lifecycle analytics can help you optimize your employee experience and performance across the entire employee lifecycle. By using employee lifecycle analytics, you can identify the key drivers and barriers of employee engagement and satisfaction, and design interventions to address them. Additionally, you can monitor the impact of your employee engagement initiatives and adjust them as needed. Furthermore, you can track the retention and turnover trends and patterns, and evaluate the effectiveness of your hiring, onboarding, training, and development programs. This will help you identify the gaps and opportunities for improvement, as well as align your talent management decisions with your business goals and outcomes. Ultimately, you can demonstrate the return on investment of your human capital.

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Mary Lou "ML" Nowak

Content Creator, Media Manager, Senior Care Professional and Certified Life Coach
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In my experience, over worked employees in understaffed situations find it difficult to adjust to a positive demeanor once new people come on board. They are so accustomed to feeling let down by management’s efforts to solve the issues that instead of welcoming new people with open arms they unintentionally transfer there disillusionment and frustration toward the very people who ultimately could be the relief they need. Not a great work enviornment. Management can do better by expending as much resources in finding talent, to help existing staff navigate the landmines of accepting, mentoring and believing in new hires. Choose one of the unofficial department leaders who are vocal in complaining, then trust them to mentor. ML Nowak

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Venkatesh Pentakota (ACC-ICF)

Career Coach | Transforming careers with holistic career coaching for professionals | CII HR Assessor | Telangana HR RISING STAR Award Winner | HR Leader | Engagement Ideas Enthusiast
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We have n number of analytics in the employee life cycle, its important to take one process, put metrics, measure, learn, put the learnings back to the process and see the impact. Companies only spent time on brining in analytics and tools but not measuring and putting the learnings back to the process.In this way, when we apply to all the processes which will take time, you'll see great change in the entire engagement retention.

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2 How to use employee lifecycle analytics

To use employee lifecycle analytics effectively, you need to follow a systematic approach that involves four steps. Firstly, you need to define your objectives and metrics, such as improving employee engagement score, reducing turnover rate, or increasing productivity and profitability. Secondly, you must collect and integrate data from various sources, such as employee surveys, performance reviews, exit interviews, payroll, and business systems. Thirdly, you need to analyze and visualize your data to uncover trends, patterns, correlations, and insights. Lastly, you must act on your insights and implement changes or interventions, while also monitoring your results and evaluating the impact of your actions and interventions. Data analytics tools or platforms can help you consolidate, organize, track, and measure your outcomes and feedback.

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Paul Everitt

Learning and OD, Culture and Employee engagement Consultant
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Part of defining your objectives is to define the business case. For example, is the business facing high levels of employee turnover that is costing the business money and reducing levels of service? Your business case will help define your objectives. In the example above, objectives might be 1) to identify how to reduce turnover and then 2) to implement actions to reduce turnover.

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3 Best practices for employee lifecycle analytics

To ensure the success of your employee lifecycle analytics, you need to involve your stakeholders, focus on the employee journey, customize your analytics, and align your analytics with your strategy. You should communicate your objectives and expectations, solicit their input and feedback, and share your findings and recommendations. It is important to understand how your employees experience and perceive your organization throughout their lifecycle, and how you can enhance their experience and engagement at every touchpoint. Additionally, you should use the metrics and methods that are relevant and meaningful for your organization, and not just follow the industry benchmarks or standards. Your analytics should be used to support your strategic goals and decisions, and not just to report on your performance or compliance.

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James Perryman

Trusted Event Host, Professional Speaker, Trainer and Coach. Founder & Director of Momentus, a dedicated Learning & Development Partner.
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An important factor with engaging with employees to get their insights and feedback, is to make it as simple and relevant as possible for them. Too many questions will feel overwhelming and/or too time consuming. Questions that aren’t relevant to a department/function will feel frustrating and impersonal. It’s worth investing the time up front to get the setup right, and step in the shoes of your employees to imagine how they’ll feel and/or react.

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Paul Everitt

Learning and OD, Culture and Employee engagement Consultant
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Remember that gathering data is the starting point, not the ultimate aim. Data is meaningless without structure and it is useless unless it is used for something. A useful model to think about is that data needs to be turned into information, information needs to be turned into insight, insight needs to be turned into action.

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4 Challenges and limitations of employee lifecycle analytics

Employee lifecycle analytics can be challenging and limited due to data quality and availability issues, such as incomplete, inaccurate, inconsistent, or outdated data, as well as difficulty accessing or integrating data from different sources or systems. Additionally, there are risks with the privacy and security of data , such as data breaches, unauthorized access, or misuse of data, as well as legal or ethical issues with the collection, storage, or use of personal or sensitive data. Furthermore, there can be difficulties with the interpretation and action of data, such as misinterpreting, overgeneralizing, or ignoring data, as well as resistance or inertia with the implementation or adoption of changes or interventions.

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Paul Everitt

Learning and OD, Culture and Employee engagement Consultant
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Try not to over-complicate the amount of data you collect. In my experience many businesses do not have people data that is of high enough quality to be usable. Surveys are an effective way to gather feedback from employees. However, surveys should be well designed to ensure they are not overly lengthy; you should ensure your surveys don't duplicate each other; you should co-ordinate when and how the surveys are sent out to avoid the potential for employees having to take part in too many surveys.

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5 Future trends and opportunities of employee lifecycle analytics

Employee lifecycle analytics is an ever-evolving field with many future trends and opportunities for organizations. Artificial intelligence and machine learning can be used to automate and optimize data collection and analysis, generate predictive and prescriptive insights, and create personalized and adaptive employee experiences and interventions. Additionally, employee feedback and sentiment analysis can be used to capture and analyze the voice and emotions of employees throughout their lifecycle, as well as measure and improve employee engagement and satisfaction. Finally, employee wellness and well-being can be used as a key component of employee lifecycle analytics to assess and enhance the physical, mental, and emotional health and happiness of employees, and create a positive and supportive work environment and culture.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How can you use employee lifecycle analytics to improve retention and reduce turnover?

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1 Benefits of employee lifecycle analytics

2 How to use employee lifecycle analytics

3 Best practices for employee lifecycle analytics

4 Challenges and limitations of employee lifecycle analytics

5 Future trends and opportunities of employee lifecycle analytics

6 Here’s what else to consider

Employee Engagement

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