The modern world of work is evolving at an unprecedented rate and with it, so are the roles of people leaders. It is essential for leaders to have the capacity to sense, analyze and act on data within each people process in order to keep up with these changes. Establishing a system for data analysis can help leaders manage their personnel more efficiently, have a greater understanding of their personnel, and make smarter, more timely decisions. However, our research indicates that only 29% of senior leaders feel confident in their ability to address staff retention and only 42% of first-level leaders are very sure of their ability to address performance issues with their teams. As such, there is a need for a method to bridge the gap between people and outcomes. This method is known as “Decision Intelligence” and it can help people leaders gain real-time insight into employee morale and experience so that they can achieve essential objectives such as recruiting superior talent, preserving current workers, and executing diversity, equity, and inclusion objectives.
In order to develop Decision Intelligence, it is important to understand the current state of people processes. Senior leaders often lack the confidence to tackle questions related to staff retention. Only 29% of senior leaders in our research are strongly confident in their capability to do so. Similarly, only 42% of first-level leaders are very sure of their ability to address performance issues with their teams. This lack of confidence can lead to a lack of action when it comes to addressing personnel issues. Furthermore, gaining insight into employee morale and experience can be difficult without a system for data analysis. This lack of insight limits a leader’s capacity to properly address essential objectives such as recruiting superior talent, preserving current workers, and executing diversity, equity, and inclusion objectives.
In order to bridge the gap between people and outcomes, people leaders require a method to process data, comprehend what it implies and take decisive actions. This method is known as “Decision Intelligence” and it is designed to provide real-time insight into employee morale and experience. Decision Intelligence involves several steps including collecting data from multiple sources, analyzing the data for patterns and trends, predicting future outcomes based on the data, and taking action based on those predictions.
The first step in Decision Intelligence is collecting data from multiple sources. This involves looking at all available data sources such as surveys, interviews, employee feedback forms and other forms of communication with employees. It is important that data comes from a variety of sources in order to get a comprehensive view of the organization and its personnel. Once this data has been collected, it is then analyzed for patterns and trends. This includes looking at the overall sentiment of the data and examining any correlations between different variables. Once this analysis is complete, it can be used to predict future outcomes related to employee morale and experience.
The final step in Decision Intelligence is taking action based on these predictions. This could involve adjusting policies or procedures in order to improve morale or creating targeted initiatives aimed at addressing specific issues. It is important that these actions are taken quickly in order for them to be effective. By implementing Decision Intelligence, people leaders can make smarter decisions about their personnel in order to achieve essential objectives such as recruiting superior talent, preserving current workers, and executing diversity, equity, and inclusion objectives.
In conclusion, establishing a system for data analysis is an important step towards understanding personnel better and making smarter decisions about them. Our research shows that only 29% of senior leaders are confident in their ability to address staff retention and only 42% of first-level leaders are very sure of their ability to address performance issues with their teams. To bridge the gap between people and outcomes, people leaders require a method to process data, comprehend what it implies and take decisive actions. This method is called “Decision Intelligence” and it can help people leaders gain real-time insight into employee morale and experience so that they can achieve essential objectives such as recruiting superior talent, preserving current workers, and executing diversity, equity, and inclusion objectives. By collecting data from multiple sources, analyzing the data for patterns and trends, predicting future outcomes based on the data, and taking action based on those predictions; people leaders can make smarter decisions about their personnel in order to achieve long-term success for their organization.
