Employee Engagement Analytics: Trends To Look For & What to Do Next

Posted by Trakstar • March 24, 2023 • 7 min read

If you’re looking at your employee engagement analytics and wondering, “what am I looking at here,” you aren’t alone. There are some definite trends within your employee engagement analytics that you can spot – even if you don’t think of them right away as engagement trends. If you use HR software to help you with hiring, performance management, and training, it will be easier to spot these trends because you have clean, streamlined data. If you don’t, you might still be able to see them.
(If you aren’t using talent management software, schedule a demo of Trakstar today to gather the critical data you need for better employee engagement analytics.)
So what can we see in our engagement analytics? Let’s take a look:

Are Your Employees Using Their Training Resources?

When you run an engagement survey, employees will likely tell you they want opportunities to grow within their roles and at the company. But are they using the resources given to them? By looking at employees’ use of training and development software, you can see who is doing the work and engaged with the idea of advancement and who isn’t.

This is also an excellent time to see your learning systems’ effectiveness. Is there enough differentiation that employees of all different learning styles are motivated to take the courses? Can you quiz them to see if they’ve retained all of the information?

Using a learning management system, you can drive employee performance and engagement by aligning goals and objectives with courses you already have built. This helps provide a map for the employee’s career path and lets them be self-motivated. You’ll spot employees who have the motivation to improve, employees who don’t, and, perhaps most notably, identify when employees become disengaged and stop trying to do better.

Is Your Performance Management Effective?

One thing that many organizations unveil when they look at engagement is how effective their performance management systems are. The need for a better, cloud-based performance management system is clear. HR professionals tend to know whether or not their performance management is effective without analytics. Still, it can be helpful to have them when asking for an investment in new tools.

What does practical performance management matter for employee engagement? We have to look at the trends found at other companies. When they improved performance management, they saw an increase in:

  1. Goal completions
  2. Clarity in succession planning
  3. Organizational alignment
  4. Collaboration
  5. Retention
  6. Scalability
  7. Agility

For organizations that want to grow and meet their goals, check out how your employees feel about your performance management system. Even if you don’t run a survey about it, talk to your managers and ask questions about:

  • How easy is it to have conversations with your employees about development, performance, and goals?
  • Are employees engaged in the review process?
  • Are you able to identify people struggling with their roles?
  • How does your team function as a whole?
  • Can you effectively recognize your employees for their contributions to organizational success?
  • Are your team’s goals aligned with organizational goals?
  • Do your employees have the tools they need to perform at their best?

Is Your Company Investing in Training and Development?

One thing you can look at when it comes to employee engagement analytics is whether or not your company is investing in training and development. This goes beyond the money and time you are spending on training. Employee engagement and development go hand-in-hand.

Look at the departments, leaders, and employees who are valuing training. What department has completed the most training courses – does that match up with your most engaged departments? There are other ways to invest in employee growth beyond a learning management system. You can also:

  • Create a mentoring program in your workplace
  • Set goals around individual professional development
  • Attend conferences with your teams
  • Encourage employees to take external training courses
  • Offer a professional development stipend

If you are ready to invest in training and development, learning management is the very best place to start. Click here to schedule a demo of Trakstar Learn. Learn has a built-in reporting and analytics dashboard, Trakstar Insights, that helps you understand engagement on your learning courses.

Employees Want Recognition

If you talk to any organization that has prioritized employee engagement, they will tell you that one of the biggest trends right now is that employees want to know they are valued and appreciated. When people are doing a good job, they want everyone to know it.

study from SHRM found that HR leaders know recognition impacts retention rates, but we still need help to do it. Despite the benefits, employees aren’t seeing the recognition from their managers, peers, or the C-Suite. Try to find new, fun ways to highlight your employees.

Recently at Trakstar, we held an all-hands meeting where managers gave their employees awards based on their performance, attitudes, and habits. Some of our favorites included:

  • Most likely to secretly have a Spiderman costume
  • The Bravery Award
  • The Most Likable Guy In The Room Award 
  • The Swiss Army Knife Award
  • Most Likely To Go Above And Beyond With Empathy
  • The “Classroom Dad” Award
  • Trakstar’s Ray of Sunshine
  • The Dust Buster Award

This activity took each manager a few minutes and put everyone in a good mood in the middle of the sweet. This public recognition was fun and can be replicated by almost any other organization.

Engagement Analytics are People Analytics

More than just taking measurements is needed to boost employee engagement. Managers and HR leaders need to be able to tell stories using data that show the outcomes leaders care about the most. You need to be able to look at the numbers and see what’s happening. Perhaps even more importantly, you need to figure out what the next part of your story is using these analytics.

Research says that many managers need to start doing something about engagement results – if you don’t, people will stop valuing them. Once you take an engagement survey, you must discuss and act on your results. The main goal of people analytics is to get top leaders to do something with the data and make decisions based on facts and figures, not just hunches.

To make your analytics count, you need to connect them to your business goals and the problems your leaders care about the most. Using a solution like Trakstar Insights can help you there.

Engagement in the Form of 360-Degree Feedback 

360-reviews, a type of performance review where feedback is gathered from multiple sources (such as managers, peers, and direct reports), can be tied to employee engagement in several ways.

First, by giving employees a chance to receive feedback from various perspectives, including those they work closely with, they can better understand how their actions and behaviors impact those around them. This increased self-awareness can improve job satisfaction, motivation, and engagement.

Second, when employees feel that their opinions are valued, and their voices are heard, they are more likely to feel engaged and invested in their work. 360-reviews provide an opportunity for employees to share their thoughts and feedback on the company, their team, and their manager, which can help foster a sense of involvement and ownership.

Ready to Get Better Employee Engagement Analytics?

Trakstar is a performance management software that can help streamline and automate the performance review process. We offer a variety of features that can help you measure and track employee performance, set goals and objectives, and provide feedback and coaching. By attending a demo, you can learn about these features and how they can be customized to meet the specific needs of your organization.

Using Trakstar can help improve employee engagement and retention by providing employees with regular feedback and coaching and by creating a transparent and collaborative performance management process. At our demo, you can see how Trakstar can help create a culture of continuous feedback and improvement in your organization.

Click here to get started today.

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