How can you make employee relations metrics accessible to all employees?

1 Simplify the data

The first step is to simplify the data and present it in a clear and concise way that anyone can understand. Avoid using jargon, acronyms, or technical terms that might confuse or alienate your audience. Use simple charts, graphs, or tables that show the key indicators, trends, and comparisons. For example, you can use a pie chart to show the distribution of employee satisfaction ratings, a line chart to show the change in turnover rate over time, or a bar chart to show the difference in performance scores between teams.

2 Explain the meaning

The second step is to explain the meaning and relevance of the data and how it relates to the goals and values of the organization. Don't just show the numbers, but tell the story behind them. What do they indicate about the strengths and weaknesses of the employee relations? What are the implications and consequences of the data? How do they affect the employees' work experience, career development, and well-being? For example, you can explain how employee satisfaction impacts customer satisfaction, how turnover rate affects productivity and costs, or how performance scores reflect the alignment and feedback of the managers.

3 Involve the employees

The third step is to involve the employees in the analysis and action of the data. Don't just tell them what the data says, but ask them what they think and feel about it. Solicit their feedback, opinions, and suggestions on how to improve the employee relations. Encourage them to share their experiences, challenges, and successes with their peers and managers. Create opportunities for dialogue, collaboration, and recognition. For example, you can use polls, quizzes, or games to engage the employees in the data, create forums, chats, or blogs to facilitate the communication, or organize events, awards, or incentives to celebrate the achievements.

4 Update the data

The fourth step is to update the data and communicate the progress and results regularly. Don't just show the data once, but monitor and measure it continuously. Show the changes, improvements, or declines in the employee relations metrics over time. Highlight the achievements, challenges, or gaps in the data. Share the best practices, lessons learned, or recommendations from the data. For example, you can use newsletters, emails, or videos to update the employees on the data, use dashboards, scorecards, or reports to track the data, or use feedback loops, surveys, or reviews to evaluate the data.

5 Empower the employees

The fifth step is to empower the employees to take ownership and responsibility of the data and their own employee relations. Don't just give them the data, but enable them to use it for their own development and improvement. Provide them with the tools, resources, and support they need to access, understand, and act on the data. Help them to set goals, plan actions, and monitor outcomes based on the data. For example, you can use apps, websites, or platforms to make the data accessible, use coaching, mentoring, or training to make the data understandable, or use recognition, rewards, or feedback to make the data actionable.

6 Benefits of accessibility

Making employee relations metrics accessible to all employees can have many benefits for the organization and the individuals. It can increase the awareness, transparency, and trust of the employee relations. It can enhance the engagement, satisfaction, and retention of the employees. It can improve the performance, productivity, and profitability of the business. It can also foster a culture of learning, innovation, and collaboration among the employees and managers. By following these tips, you can make employee relations metrics accessible to all employees and leverage them for your success.