How HR Can Use Employee Data to Create a Better Workplace Experience

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Having written about and studied workplace trends for over a decade now, I’ve seen just how quickly the concept of employee experience (EX) can evolve. Compared to even just a few years ago, today’s workers expect so much more from their employers, from greater flexibility to better support for their well-being, especially their mental health.??

I know most leaders would agree that keeping up with ever-changing employee expectations is a priority for their organization, but this is easier said than done. The fact is, how we define a great employee experience will always be evolving — and this presents a real challenge to business leaders, especially those in Human Resources.

That’s because with so many different touchpoints making up each employee’s experience at work, it can be immensely difficult to make sense of it all. And this means leaders will also likely struggle to identify key trends and patterns that should be informing their long-term decision-making around EX.

I’ve spoken with dozens of HR leaders about this challenge, and they all say the same thing: being able to analyze employee data is key to unlocking a better EX. Doing so allows you to develop a holistic view of your workforce, uncover historical trends, overlap significant events, and enable predictive modeling. This in turn lets you to make adjustments that will have a measurable impact on EX for your people.

Despite these benefits, many companies aren’t gathering enough employee data or leveraging this data in any meaningful way. Some leaders may be hesitant to ask for personal information from their workforce, but most studies have shown that this fear is largely unfounded. For example, research from isolved found that 77% of employees are comfortable with their employer examining personal?data if it means a better employee experience.

Even among HR leaders who are gathering the right information, they may find themselves overwhelmed with unending streams of data that are essentially unusable beyond surface-level metrics. What they may not know is that there are robust, cost-effective tools designed precisely to manage the task of analyzing and interpreting employee data, for example, isolved’s Predictive People Analytics solution.

HR leaders may also not realize how these tools can help them connect the dots between different elements of EX in incredibly insightful ways, whether it’s to drive immediate workplace decisions or inform long-term planning. That’s why in today’s article, I’m going to describe 5 ways HR Leaders can (and should!) be using employee data to create a better experience for their people.

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