It’s the people that make a company what it is and nobody knows those people better than the People Operations Manager. We’ve tapped ours, Elisabeth Giammona, to write a series of posts about us, our industry, the challenges of people ops, and more. Let us know what you think in the comments or on Twitter at @UnionMetrics.
It probably doesn’t come as a shock that as an analytics provider, we love data! While we focus on measuring likes, reblogs and followers, we find it just as cool that many other industries know the value of capturing and analyzing data in their respective areas of focus. Data analytics is becoming increasingly important in areas across organizations and one that has great potential is in the field of people operations (or “human resources,” if you prefer the traditional).
Union Metrics’ products allow companies to analyze community engagement on social media, but we know that capturing engagement within an existing group or company can have important outcomes. Even though conversations about people operations goals and results are traditionally thought of as more qualitative, there are plenty of quantitative metrics that leaders can use to understand how people are working and which programs may or may not be contributing to individual and company successes.
So what types of metrics can a top-notch people operations team measure? How about starting with employee productivity, performance and retention? With insights into these critical components, a company can start to discern if employees have the tools and resources needed to effectively complete their jobs, or if adjustments to the environment or more input from managers could be helpful. These metrics provide clarity around if existing conditions are working or if it might be time to make a change to keep people and company goals on track.
Then add some metrics related to specific programs like benefits, wellness or daily perks, and you’re on your way to better understanding employee contributions, and how happy employees are in their jobs alongside which benefits are meaningful and worth keeping and which can go. Taking analytics one step further, companies can even leverage data to predict possible future outcomes and the effectiveness of new programs earlier in the research and procurement process.
What else do we like about people operations analytics? It modernizes the approach to understanding what is working and what isn’t as it relates to the human capital components of organizations, and talent is the lifeblood of any organization. This isn’t yesterday’s slow approach of annual company surveys; people operations metrics provide real-time data that allow the HR team to make meaningful decisions across an organization, rather than just relying on outdated information or hunches.
Measuring employee and team metrics might not sound as glamorous as monitoring likes around the latest and greatest cat GIF, but having data that keeps companies smart about individual and group performance can shape plans that keep employees engaged and the business running. And we are a team that loves to keep running.