3 ways behavioral data can increase employee engagement

Gallup's Status of the Global Workplace report shows that 85% of employees around the world are disengaged. If your employees are part of this metric, your organization is much more likely to experience higher turnover, low productivity, and dissatisfied customers. Meanwhile, truly engaged employees have a stronger sense of belonging, have higher job satisfaction, are more likely to stay with your organization and produce higher quality work.

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Each year, organizations around the world spend billions of dollars on programs and events designed to improve morale and increase employee engagement. While these one-time or seasonal initiatives produce some results, the effects are often short-lived and may disappear completely several weeks after program completion.


Achieving long-lasting results is an ongoing process that requires a deep understanding of employee engagement and effective, ongoing communication with your employees. An objective and trusted approach to achieving this is through the use of data and analytics (especially behavioral data) to inform and validate the design and execution of your engagement strategy.


Behavioral data is vital to building a truly engaged workforce because it allows you to see the true impact of your engagement initiatives based on how employees work and how they work together. Below, we discuss three of the most valuable ways behavioral data can help you increase employee engagement.


Measure what really matters


Behavioral data helps management better understand what motivates individual employees, identify how employees work best, and find ways to naturally connect with each team member based on their needs and engagement drivers.


Behavioral data can also reveal areas for improvement in employees' day-to-day work, such as what percentage of them have 1:1 weekly time with their managers (for coaching, mentoring, and collaboration). These insights can help drive better employee support and leadership behaviors by revealing whether employees are sufficiently connected to their direct managers and receive adequate support. In another example, it can also measure after hours, such as how much time employees spend collaborating with colleagues after work via emails, meetings, phone calls, instant messaging, etc. This helps inform organizations where there are potential burnout risks and which teams more likely to run.


Designing data-driven engagement strategies


With these workplace behavioral insights, business leaders can better determine where to spend time and money on engagement initiatives to drive better results. For example, HR leaders could make changes to improve workplace culture and promote mentoring between management and teams by assigning individual team members recurring time slots to line managers.


They could also use strategies that encourage collaboration between teams when behavioral data show that this is not or insufficiently effective. HR personnel can use these analytics to identify the winning combination of skills and behaviors that will skyrocket the output or efficiency of teams across the organization, while also improving the workplace experience for employees.

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Helping employees achieve a healthier work-life balance


Insights from behavioral data can also help HR staff identify employees who spend time working and collaborating outside of normal working hours and take appropriate action to move them away from the idea that they are 'always on the job'. on'. By measuring things like off-hours or weekend work (how much time employees spend collaborating with colleagues after hours or on weekends via emails, meetings, phone calls, instant messaging, etc.), behavioral data can inform organizations where there are potential burn-out out risks and which teams will experience this more often. Since working continuously outside normal office hours is a leading indicator of burnout, HR can use these insights to help such employees achieve a healthier work-life balance.


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