A People Analytics strategy is crucial for enhancing talent-related decision-making as it helps in fostering a work environment that drives innovation and continuous learning, which is vital for attracting top talent and keeping them committed.
The transformation has been dizzying from working models to the workplaces and the expectations of employees who are now much more digital. Hybrid models, which combine face-to-face and remote tasks, are winning the game, while the adoption of teleworking is consolidating. The challenge of maintaining a coherent and cohesive organizational culture, a sense of belonging, and high levels of employee commitment is becoming more complex than ever. In this context, the challenge of maintaining a coherent and cohesive organizational culture, a sense of belonging and high levels of employee commitment becomes even more complex.
Meanwhile, the employee profile of the future is evolving: more flexible, capable of adapting to change and innovation, willing to learn continuously, and with the analytical thinking and skills to understand the world and the market. Organizations face the constant challenge of staying competitive and relevant to an evolving market. Implementing People Analytics strategies can be an opportunity to understand employee expectations and remain on the leading edge.
From wellness to upskilling and reskilling
People Analytics practices are key to solving this puzzle. They make it possible to gather data on people and transform it into practical information to deploy wellness strategies and improve the work environment to drive innovation and career development through customized reskilling and upskilling strategies based on each employee's skills, interests, behaviors, and purposes. It's all about harnessing the power of data to find the interface between employee expectations, and business needs to make the people-centric model a reality.
For now, leaders can use this data to create strategies to balance their teams' work and personal lives. The 60% of organizations in Latin America surveyed for the study People Analytics: Deciphering the New Behavior of the Digital Employee, developed by NTT DATA, indicated that they prioritize human-centric leaders with empathy, adaptability, honesty, and authentic communication. However, there is still a long way to go as only 5% of employees have a coaching bond with their leaders (a 1:1 interaction of at least 15 minutes meeting), and 37% do not share meetings with their managers.
Attracting digital talent
Human capital areas need to address the challenges of digital transformation to attract digital talent: renewing their technology platforms, implementing innovative methodologies, generating an attractive value proposition, and designing the employee experience. Some 80% of leaders in this sector consider organizational culture and positioning as a "digital employer" critical to attracting new profiles. Flexibility is an almost unanimous value: 82% say they must deliver different formats that adapt to the behaviors and needs of their diversified employees.
Improving the work environment
What about retention? Training and development stand out in this area, with 52% of the respondents. Well-being, as mentioned, is another key element. However, the study detected numerous gaps in this matter. For example, 25% of employees work more than five hours a week, and 52% work between one and five hours a week outside working hours. A careful analysis of this data is vital to anticipate potential problems such as burnout, a risk that is increased by the hyper-technologization of the workplace. Only 22% of employees have two or more consecutive hours without meetings, resulting in low focus and concentration levels.
Leadership plays a critical role in an organization's digital transformation, as leaders must translate the stakeholders' vision into an actionable strategy, and they must understand and embrace the change themselves to inspire their teams and keep people at the center of organizational growth. This implies fostering a mindset of innovation coupled with an agile culture based on flexibility and the capacity for fast adaptation.
People Analytics is the key to leveraging available data and transforming it into initiatives and work practices that create a more digital and sustainable culture, creating personalized experiences for employees while keeping it aligned with the organization's needs. Thus revolutionizing the organizational culture through data analytics.
Download the report: People Analytics: Deciphering the New Behavior of the Digital Employee.