As a leader, you play an essential role in attracting and keeping top talent in your organization. The HR department is a vital contributor to your company’s culture and ensures the overall wellbeing of the business. If employees aren’t engaged, if they don’t feel challenged–or they feel too challenged and not sufficiently supported–the company’s performance will suffer.
Despite being crucial to company health, HR departments often face tremendous difficulties in evaluating it. In this article, we’ll explain why that is, and explore a more holistic approach to helping your organization and its people thrive.
HR and Lack of Clarity Around Organizational Health
From onboarding to career development, HR plays a crucial role in your employees’ journey at your company. It’s the job of the HR team to “keep the pulse” of the company’s employees. Do they find their work engaging? Do they feel like there’s room to grow at the company, and do they feel supported by leadership?
Answering those questions calls for data. A massive amount of employee data. And that’s not all. You also need a way to analyze your company’s interconnected HR metrics and the ways in which different KPIs are influenced by various factors.
Traditionally, enterprise tools for HR departments have only focused on tracking isolated metrics. Instead, you need to be able to assess the entire panorama of HR KPIs and data points within your company, and then analyze their impact on one another.
Until now, that’s been impossible.
The atwork Health Check
When it comes to HR optimization and maximizing the health of your company, atwork bucks the status quo. atwork’s AI-powered system combines renowned research models into a single framework that highlights the relationship between your HR KPIs and business metrics.
The atwork health check is made up of three layers:
- Micro: This level of analysis focuses on employee development and examines whether workers feel they can grow and evolve at your company.
- Meso: This layer is all about the interplay between workplace relationships, leadership styles, and workers’ day-to-day experiences on the job. Do they feel they can balance work with the rest of their life? Is each person’s role well-defined, and do they feel empowered to succeed?
- Macro: The macro level looks at organizational habits and values. Are employees’ values aligned with what’s being asked of them? How is change communicated and handled? Are pay and benefits competitive, and do you appropriately recognize employee contributions?
The atwork health check takes both the individual employee and the broader organization into account, giving you the fullest possible picture of your company’s health. Let’s briefly examine the five HR KPIs and why they were selected.
1. Employee Net Promoter Score
Employee net promoter score (ENPS) is a crucial measurement of employee satisfaction. Essentially, it asks the question, “Would you recommend this company to someone else as a good place to work?” Employees anonymously provide a score between one and ten.
If your company’s average ENPS is low, it means that your employees would not recommend your organization to others seeking employment. This means your employees likely have low morale, which is undoubtedly impacting their productivity and your company’s bottom line.
2. Intention to stay
One of the foremost goals of any HR department is to keep employee retention sky-high. This is crucial. Your top performers will have the easiest time finding other employment if your company is not to their liking. This is why employees’ intention to stay is a pivotally important HR metric. The talent departure starts at the top.
If the collective intention to stay is low, your company’s future could be in real trouble. The atwork suite not only diagnoses areas for improvement but provides customized action plans for your unique circumstances as well.
3. Employee Engagement
Employee engagement is the third key metric in the atwork health check. Engaged employees are much more likely to find their work personally meaningful. They’re also more productive, and they’re much more likely to stay at your company.
Engaged employees tend to perform at or near their peak potential daily, so keeping this metric high is pivotally important for the company’s long-term future. Engagement also tends to boost employee motivation and creativity, leading to an increase in work quality and overall productivity.
Companies at the forefront of their markets tend to be made up of highly engaged employees. They also exhibit another common trait: organizational commitment.
4. Organizational Commitment
Thriving companies are staffed by employees who are genuinely committed to seeing the organization succeed. atwork provides anonymized and automated surveys that can pinpoint exactly how committed your employees are to the company’s vision and future. And if the answer isn’t right where you want it, you’ll get a step-by-step plan for improvement.
The importance of organizational commitment can’t be overstated. If your employees are lukewarm about your company, your bottom line will stay lukewarm too. Committed employees drive profitable companies.
5. Stress Management
In work and in life, how we manage stress has an astounding impact on whether we hit our goals or not. Sometimes it’s easy to forget that companies are made up of people, and that people get stressed. And remember, too, that stress has very real mental and physical consequences, ranging from depression to high blood pressure and more.
A huge part of HR is setting your employees up to manage stress successfully. An organization with high levels of employee stress is like a car with a rattling engine. It might drive today. It might even drive tomorrow or next week. But if you don’t fix things, it’s going to break. For companies, that takes the form of decreased revenue and high employee turnover.
Wondering How Effective Your Company Really Is?
If you’re tired of only getting a partial view of your company’s well-being, you don’t have to settle. atwork is leveraging the power of AI to take HR to new heights.
