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How can you use Business Intelligence to identify employee disengagement?

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Employee disengagement is a serious problem that can affect productivity, performance, retention, and customer satisfaction. It can also be hard to detect, especially in remote or hybrid work environments. How can you use Business Intelligence (BI) to identify and address employee disengagement? BI is the process of collecting, analyzing, and presenting data to support decision making and improve business outcomes. In this article, you will learn how to use BI tools and techniques to measure, monitor, and improve employee engagement.

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Claudio Bonel, M.Sc.

Professor | Pesquisador | Cientista de dados | Engenheiro de Machine learning | Inteligência artificial | Business…
Lauren Ainsley Haines

Public Policy | Data Science

1 Define engagement metrics

The first step to use BI for employee engagement is to define what engagement means for your organization and how to measure it. There are different dimensions of engagement, such as emotional, behavioral, cognitive, and social. You can use surveys, feedback, interviews, or focus groups to assess how employees feel about their work, their colleagues, their managers, and the company. You can also use data from HR systems, performance reviews, attendance records, or learning platforms to track how employees behave, think, and interact at work. You should align your engagement metrics with your business goals and values, and make sure they are relevant, reliable, and consistent.

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Claudio Bonel, M.Sc.

Professor | Pesquisador | Cientista de dados | Engenheiro de Machine learning | Inteligência artificial | Business Intelligence | Python | SQL | Power BI | CSD | PhD Student
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Nós que somos de BI, tendemos a "metrificar" tudo e, em algum momento, esquecemos de humanizar um pouco mais o processo de trabalho. Precisamos lembrar que um sistema de BI é desenvolvido por seres humanos, para que outros seres humanos o utilizem. Precisamos entender um pouco mais outro, com um olhar, digamos, mais "qualitativo" e menos "quantitativo". O mundo está estressante, corrido e as pessoas mais e mais trazem os seus desafios do cotidiano para dentro do trabalho e precisamos, principalmente os mais sêniores, humanizar mais as rela??es de trabalho. Nem tudo é pra ser "metrificado" Dúvidas? Chamaí!

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Lauren Ainsley Haines

Public Policy | Data Science
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Response bias is a common challenge that occurs when survey participants (employees, in this case) provide answers that they believe are desirable or expected rather than true. For example, if employees think that expressing dissatisfaction with their workplace might have negative consequences, they may provide more positive responses on engagement surveys than they genuinely feel.

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Reza HOSSEINI

Data Scientist | Data Product Owner
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To use Business Intelligence (BI) to identify employee disengagement, you can: 1. Collect Relevant Data; 2. Utilize Employee Surveys; 3. Integrate HR Systems; 4. Identify Patterns; 5. Employee Behavior Analysis; 6. Benchmarking; 7. Sentiment Analysis; 8. Predictive Analytics; 9. Managerial Feedback; 10. Create Dashboards.

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2 Collect and integrate data

The next step is to collect and integrate data from various sources and systems that can provide insights into employee engagement. You can use BI tools, such as data warehouses, data lakes, or cloud platforms, to store and organize your data. You can also use data integration tools, such as ETL (extract, transform, load) or ELT (extract, load, transform), to connect and combine data from different formats and locations. You should ensure that your data is accurate, complete, and secure, and that you comply with data privacy and ethical standards.

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3 Analyze and visualize data

The third step is to analyze and visualize your data to identify patterns, trends, and correlations that can reveal employee engagement levels and drivers. You can use BI tools, such as data mining, machine learning, or predictive analytics, to discover hidden insights and generate actionable recommendations. You can also use BI tools, such as dashboards, reports, or charts, to present your data in a clear and compelling way. You should use data visualization best practices, such as choosing the right chart type, using colors and labels effectively, and telling a story with your data.

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4 Communicate and act on data

The final step is to communicate and act on your data to improve employee engagement and business performance. You can use BI tools, such as collaboration platforms, chatbots, or mobile apps, to share your data and insights with your stakeholders, such as employees, managers, or leaders. You should use data storytelling techniques, such as framing the problem, providing context, highlighting key findings, and suggesting solutions. You should also use data-driven strategies, such as recognition, feedback, coaching, or training, to enhance employee engagement and satisfaction. You should monitor and evaluate the impact of your actions and adjust them as needed.

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Lauren Ainsley Haines

Public Policy | Data Science
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Relying primarily on BI tools to identify and address employee disengagement is a questionable approach. You risk overvaluing what can be easily measured. For instance, a high-performing employee may excel in quantitative metrics but still be disengaged due to a lack of job satisfaction or a feeling of disconnectedness from their team.

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5 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 Business Intelligence to identify employee disengagement?

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5

1 Define engagement metrics

2 Collect and integrate data

3 Analyze and visualize data

4 Communicate and act on data

5 Here’s what else to consider

Business Intelligence

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How can you use Business Intelligence to identify employee disengagement?

1

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3

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5

1 Define engagement metrics

2 Collect and integrate data

3 Analyze and visualize data

4 Communicate and act on data

5 Here’s what else to consider

Business Intelligence

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