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Asking the Humans: Using People Data to Create a Great Employee Experience
- 1. Let’s ask the humans
- 2. Why we do what we do Copyright Shine at Work | Do Not Distribute
- 3. A great employee experience Feedback + Data + Action Copyright Shine at Work | Do Not Distribute
- 4. The needs of YOUR organization Copyright Shine at Work | Do Not Distribute
- 5. Quick gut check Copyright Shine at Work | Do Not Distribute
- 6. Real stories It wasn’t about the cereal Where are the leaders Burnout is real Copyright Shine at Work | Do Not Distribute
- 7. Ways to get to the feedback Copyright Shine at Work | Do Not Distribute
- 8. Diving deeper into surveys Copyright Shine at Work | Do Not Distribute
- 9. The power of a 1:1 Copyright Shine at Work | Do Not Distribute
- 10. Your culture champions Copyright Shine at Work | Do Not Distribute
- 11. Sound familiar? Copyright Shine at Work | Do Not Distribute
- 12. Real stories It wasn’t about the cereal Where are the leaders Burnout is real Copyright Shine at Work | Do Not Distribute
- 13. Using data to influence decisions Copyright Shine at Work | Do Not Distribute
- 14. Dig deeper into the cause Copyright Shine at Work | Do Not Distribute
- 15. Visuals that are digestible Copyright Shine at Work | Do Not Distribute
- 16. Tell the story Copyright Shine at Work | Do Not Distribute
- 17. Share with the group Copyright Shine at Work | Do Not Distribute
- 18. Real stories It wasn’t about the cereal Where are the leaders Burnout is real Copyright Shine at Work | Do Not Distribute
- 19. Call to action Copyright Shine at Work | Do Not Distribute
- 20. Connect the dots Copyright Shine at Work | Do Not Distribute
- 21. Don’t let plans get lost Copyright Shine at Work | Do Not Distribute
- 22. Think like a PM Copyright Shine at Work | Do Not Distribute
- 23. Wrapping it up Copyright Shine at Work | Do Not Distribute Feedback + Data + Action
- 24. Thank You
Notas do Editor
- Where do you get stuck when it comes to using data to build a great employee experience?
- Have impact
- Can’t just be the latest cool trend or the HR thing
- What works somewhere else may not be right for you
- Who is doing some sort of recurring engagement survey? Onboarding or offboarding? 360 or upward feedback? Feedback loop for HR?
- Examples of when I was seeing something and needed to find out more - we are going to use these throughout this conversations
- 1:1, culture survey, small group - lets break each down so we know when to use each
- Anonymous, mass data quick
- Getting unique perspectives, a deeper level of understanding
- No group think, trusted people who can help you get more insight and start to come up with ideas
- You get a lot of great feedback but struggle to tell the story or position it in a way that is digestible
- So what did the data tell me and how did I then tell others about it
- Go deeper, make it digestable, tell a story
- Ratings are a start, but get to those comments in a survey Ask a lot of why questions (be a two year old) Get more examples and what would good look like This is how I got to understand it wasn’t about the cereal but about losing that sense of scrappiness
- Can’t be a data dump or just a report card Start with the big picture - exec summary Call out trends Then go deeper with an appendix or supplemental We show a scale of % responses then a word cloud or key comments in bubbles supporting the ratings Helped me tell the story to the leaders that the team felt disconnected from them (which was hard to deliver)
- Put it all together Don’t use buzz words but use words they will understand Capacity and prioritization versus burnout
- What is an action plan you put together that you were able to roll out, and it drove results?
- My action plans to these stories
- Connect the dots for people (because of what we heard in the culture survey…) Prioritize making the change and putting the action plan in place Continue getting feedback
- I don’t want to say this - but get the credit you deserve Its easy to move fast and do things in a bubble But if you are rolling something out in response to feedback - tell the humans that story Trying leadership lunches, skip levels, mentor programs to help bring a stronger relationship with the leaders
- We all get so busy and maybe we implement phase one or step one but then four other things land on our plate Delegate the tasks - it can’t just be HR Created a working team to focus on burnout
- Don’t worry about getting it perfect - try something, get feedback, adjust, try again (or expand it) As YO was growing as a culture I kept checking in with people to see how things were going
- When to use surveys, small group exercises and one-on-one feedback How to present the data in a way that is digestible, actionable and tells a clear story The importance of action plans and how to make sure they don't get lost