Every organisation that seeks to grow and build its work-culture depends on crucial pieces of evidence: the voices and opinions of its employees. Obtaining this evidence (read data) through various sources within the entire employee lifecycle, and building employee experiences by analysing that data, will set up your organisation for greater employee satisfaction and overall business success.
Introduction
For any organisation, listening to the needs and concerns of your employees can serve as the most powerful engine of growth, whether it is reducing your attrition rate or building a better culture. These needs and concerns symbolise two elements: the people and their voices, which can be woven together in a flow and given meaning.
The first element - People. Anyone who is an employee, whether they are new joinees or in the process or moving on from your organisation are the people about whom you need to gather insights. The second element is Voices, which embodies the experiences, opinions and behaviours of people.
Often, the voice is scattered across different storage locations in your company in the form of data, as every department of the company will have distinct ways of understanding people’s voices. However, if brought together in a logical and cohesive manner, this data can provide rich and profound insights into the pulse of your employees’ experiences within your organisation.
Gathering ‘Evidence’
Like discussed, people voices are pieces of evidence that can be collected for a specific purpose of your company. This data can appear within the broader body in different forms and have distinct characteristics.
Scores from engagement surveys, performance and productivity evaluations, attrition rates, presenteeism and absenteeism, exit interview and hiring data are all numerical forms in which people's voices can manifest. These are the trends and patterns of your employees’ experiences.
Another way to gather your people’s voices is through their narratives and subjective experiences, which can give a deeper understanding into their motivations and concerns - sources like in-depth interviews, those blanks given in surveys for detailed feedback, focus group discussions, etc.
Solving The Mystery
There are many challenges that a company can face, like a high attrition rate, disengaged employees, low productivity, and so on. Solving these problems requires a deep dive into exactly what is driving it within the organisation, from every possible angle. Such a deep understanding of the gaps within the organisation can help weed them out from the root. For example, you might discover that a high rate of attrition is prevalent among people who have spent a long time in the company, and that most of them are mentioning a lack of learning and development opportunities as their reasons for exiting.
Thus, an in-depth understanding of your people’s concerns can provide a sharper target focus to your solutions, because now, you know exactly where you need to direct your efforts. Inevitably, this helps you build a better culture for your employees where they can feel secure and satisfied.
Conclusion
In conclusion, people’s voices are not just voices, they are the harbingers of change and growth within your organisation. They represent compelling evidence of the experience pulse of your employees. They all serve one purpose: to point in the direction of a gap within the organisation’s culture and a way forward to enhance and evolve.
By actively listening to these voices and catering to your employees’ needs, you execute truly deductive skills to investigate any unique problems that your company might be facing and also make your employees feel heard, listened to and cared for.
Psst! This blog was created after a lot of thought by a real person. #NoGenerativeAI
