This week, we’ve been talking about data and why knowing more about you, our employees, is so vital to the business in making decisions. So what do we actually do with it all?
At the moment, it varies. Regular reports include information about attrition (leavers), recruitment and absence. Where we have enough data, we can look at this by gender, department, age band, grade….. It gives us indicators of where things are going well and where we might need to improve.
For example, we have seen a significant drop in people leaving within the first year of employment. What does that mean? We are getting better at attracting the right people, giving them the right support and helping them feel like they belong from the very beginning, meaning they stay.
When we look at the Pulse data, we also see that eNPS takes a dip at 3-5 years of working here. The comments for these people show a lot of focus on development and progression – the 3-5 year ‘itch’ in action, when you start to want new challenges. So don’t be surprised if development conversations are more focused around this time in your career….
But the rule of data analysis is very simple. To get great analysis, we need to start with great data.
At the moment, this is how some of our key variables in myHR Portal look:
97% of us have disclosed our gender, so we are pretty safe to do analysis using that variable. But what about ethnicity? Do we know, for example, if our workforce is representative of the ethnic diversity in society or even our local area?
Let’s look what we have and compare it to the 2011 Census ethnicity mix of the working age population in England and in Hampshire (where over 70% of our people live).
The data indicates that we are almost in-line with Hampshire in terms of representation from ethnic minority groups. But think back to how much data we are missing…. With nearly 1 in 5 people currently choosing not to disclose this information, that 20% could drastically change this picture. For all we know, we could be doing an amazing job at fostering a truly ethnically diverse workplace!
For analysis to tell a truly meaningful story, we need to be confident that the data is of good quality and as complete as possible. Then we can start to ask the questions that matter to you – the questions that drive change. You can find details on how to update your myHR Portal data here.