With all of the changes that companies have experienced in 2020, many HR teams are asking themselves: “What data should I pay attention to now?” Evolving roles, priorities, and workforces have contributed to the confusion. But fear not! We’ve included the most important metrics for HR teams, leadership, and managers to monitor — now and into 2021. Read below for key data points to ensure that your organization is aligned, engaged, and productive.
While HR teams are especially busy with talent planning and managing remote workforces, it’s crucial that they drive alignment. Employees working towards key organizational priorities are more likely to stay productive and engaged. Our recommended metrics for HR teams are below:
- Total active goals, goal completion rate, and at-risk goals (e.g., goal completion is less than 60%): Provides insight into productivity and at-risk projects that need to be prioritized.
- Number of 1:1 conversations by department, and 1:1 topic breakdown: 1:1s are a leading indicator of alignment and engagement. Additionally, HR teams can recommend more coaching- or career-related conversations if needed.
- Overall favorability, and engagement by department and location: Engagement is a leading indicator for attrition, and by observing where sentiment is low, HR teams can intervene early.
- Flight risk by department, and greatest impact of loss by department (coming soon in Reflektive!): Helps HR teams assess the departments at highest risk for turnover.
- Top performers by department: Helps identify key employees to ensure that they’re engaged, motivated, and likely to stay at your company
- DEI sentiment (coming soon in Reflektive!): Assess employee sentiment on diversity, equity, and inclusion to discover opportunities for improvement.
Leaders need to stay informed on the performance of departments and teams. They also need to know the current state of diversity and equity to drive inclusion initiatives forward.
- Total at-risk goals and at-risk goals by department: Provides insight into projects that are falling behind deadlines so they can be re-prioritized
- Performance ratings and goal completion by department: Helps assess productivity and performance by department.
- Performance review scores and engagement by gender, URM, and other demographics: Helps leaders assess the inclusivity of their workplace by viewing and addressing current biases.
- Updates in overall favorability, and engagement by factor: Provides insight into how employee engagement is evolving, and engagement domains that may need more attention (e.g., leadership, work culture, etc). (Reflektive customers can use their previous Engagement scores as benchmark data!)
Given their responsibility of nurturing high-performing teams, managers should pay attention to productivity and engagement among their direct reports.
- Numbers of goals and goal attainment by direct report: Provides a quick snapshot on employee productivity, and enables intervention if employees have too many goals.
- Performance review scores and corporate values by direct report: See if your top performers are more likely to incorporate company values into their day-to-day (viewable in Recognition hashtags), and get ideas to drive performance among the rest of your team.
- Team favorability breakdown and top engagement drivers: Understand what is most important to your team members, and see if improvements in these areas positively impacts engagement.
- Positive vs. constructive feedback, and amount of feedback per direct report: See if there are opportunities to provide helpful feedback for your team.
Accessible people data helps leaders, managers, and HR teams ensure that employees are productive and engaged during this uncertain time. A dedicated performance management solution such as Reflektive surfaces the most important people data to help your company continuously improve its performance programs.
Looking for additional resources to get started with your people analytics initiative? We recommend taking a peek at the content below:
- Gallup article on optimizing people analytics
- SHRM guide to using workforce analytics for competitive advantage
- Deloitte article on people analytics trends