Data from engagement surveys serves as an organisational pulse-check, and can help companies identify which factors requires specific attention. Regardless of what the analysis shows, the most important step in the survey process is what happens AFTER analysis is complete. Leaders and managers themselves should be accountable for taking engagement survey data and driving an actionable plan that addresses critical issues.Â
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Driving change for the whole company isn’t a one-person job. You have to get people on board. So what are the best practices to achieving this?
Too often we see it is HR’s responsibility to ‘fix’ and ‘do’ everything when it comes to people - BUT when this is the case, cultural change feels like it’s being done _to_ employees rather being done _by_ employees. When leaders and managers are accountable for taking engagement data and driving actions to address critical issues, success is amplified. Mel will share best practices around ways to motivate and mobilise your managers to take action.
What have been the 3 biggest challenges your team faced when you were investing in, driving adoption or attempting to optimize business outcomes from People Analytics? Littal will share her latest experience in mentoring HR leaders in People Analytics. You will learn practical tips, insights and inspiration about learning cultures and change.
