This week marks Mental Health Awareness Week (10th-16th May). After an incredibly difficult year where many of us have seen huge changes to our daily lives, it’s more important than ever to understand how to look after our mental health and that of our employees. People Analytics can help.
The theme of this year’s campaign is ‘5 Ways to Wellbeing’, so we’re looking at 5 ways in which People Analytics can help improve employee wellbeing.
1. Highlighting worrying trends in absence
Employees with recurring single day absences over a significant period of time could be struggling and require help. These absences could be related to stress, childcare issues, financial problems, conflict in the workplace… whatever the reason may be, regular absence is a cause for concern for any manager and needs to be addressed. People Analytics can easily highlight these patterns in absence at the earliest opportunity and nudge the manager responsible to take action.
2. Identifying reasons for a drop in performance
An unusual or sudden drop in an employee’s performance can be a signal that they require training, but it could also be a sign of wellbeing issues. Through People Analytics, metrics such as performance, employee engagement and absence rate can be combined to provide a more well-rounded picture of how an employee may be coping. For example, a significant drop in performance and engagement coupled with a rise in absence rate could point to the issue being related to wellbeing rather than training.
3. Helping get to the root cause of high turnover
People Analytics can drill down into an organisation’s data to help highlight particular departments or line managers with a high employee turnover rate. If a line manager is losing employees at a higher rate than the organisation’s average, it could be a sign that the manager requires further training or has wellbeing issues themself that need to be addressed. If the high turnover rate is tied to a particular department, it could be worth investigating further to see if there are any conflicts within the team or personality clashes.
4. Ensuring all employees have equal opportunities
Having equal opportunities within an organisation can have a big impact on an employee’s job satisfaction and wellbeing. People Analytics can assist with Diversity and Inclusion by helping reduce unconscious bias during recruitment, identifying existing diversity gaps in the workforce and analysing data on employee salaries, performance and bonuses to ensure they are fair.
5. Identifying training needs will aid in the design of tailored employee development plans
By combining metrics such as employee tenure and performance, People Analytics can highlight those employees who may not be receiving the training and development they need to help them advance their career. A slump in performance for an employee with a long tenure in the same role could be a sign that their job satisfaction is falling and this could be affecting their wellbeing. Analysing this data can help inform tailored employee development plans which help increase job satisfaction.
Interested to know more about boosting employee wellbeing through People Analytics? Get in touch.
