People Analytics 101: How to coach line managers to be great leaders

How do you know what areas of the business require the most of your attention, and what help do they require? Put your hands together for our first act: intuo’s insight module

People Analytics 101: How to coach line managers to be great leaders

Over the past decade, HR has increasingly been recognised as a strategic pillar in organisations. A large part of this business partner role is to offer advice to line managers on how to lead in the particular context of their team. But how do you know what areas of the business require your attention the most, and what help do they require? A healthy portion of HR intuition (and shushing the loudest shouters in the business) can only take you so far - no, without access to robust talent data it’s still pretty close to stabbing in the dark.

Ladies and gentlemen, welcome to People Analytics 101, put your hands together for our first act: intuo’s insight module!!

This brand new part of our talent enablement platform provides easy access to your engagement & performance data, and is a revolution in supporting line management in a much more scalable way. The interpretation of this data enables you to use it as a traffic light system, providing you with the right signals to know when and where to focus your efforts on. A surefire way to move your HR department from a reactive to a proactive intervention team.

Let’s have a look at some concrete applications.

Visualising employee survey data using heatmaps

Our heat map, as illustrated below, will show you detailed engagement data, gathered by the pulse surveys sent out by our platform and filled in by your employees, across your organisation at a glance. These engagement scores show how engagement drivers differ across teams, compare the results to your industry’s benchmarks, and contrast different time periods to see how your teams are evolving over time.

Engagement heatmap

Breaking down your employee population in relevant segments

Segmenting your employee population based on demographic (and other) attributes, allows you to look at heatmaps from a different angle. This gives you insight in how corporate initiatives are influencing engagement in different areas of the business and allows you to hone in on segments showing unusual results.

The attributes to base segmentation on are very flexible and allow an unlimited range of rules to be added. Job function, age, tenure, gender, department etc. are the attributes that come to mind easily, but you can also create your own, more specific groups - even making use of external data, like from your HRIS; Head office staff vs. client-based employees, leadership program participants, freelancers, part-timers, long-term employees vs new joiners, or different office locations, like illustrated below.

Filters

The power of this lies in combining these user segments with your heatmaps. By focusing on the particular engagement drivers that are deviating from desired result in different pockets of the business, you can identify which managers need what type of corrective action and/or leadership training - a massive step towards a targeted engagement strategy, all without compromising anonymity of individual employees. No more hours lost in complicated spreadsheets or expensive consulting firms, just a few clicks...

Visualising performance data using grid charts

Our grid charts allow you to plot different performance attributes of a particular user group against each other. One insight for instance is to assess which people are deemed at risk of leaving your organisation, and how detrimental that would be for your business based on their performance (illustrated below) - invaluable input for your succession planning.

At risk of leaving

With these type of insights, your HR team can have a massive influence on employee turnover and the often massive costs incurred because of it - and it’s only a few mouse clicks away.

Proactively battling employee churn in the right areas

Even more importantly, this allows you to proactively battle employee turnover in different ways. Firstly, by interpreting this insight alongside engagement data, you can figure out which drivers (job satisfaction, support for growth, relationships within the team, wellbeing etc.) are at the root cause of this flight risk. Secondly, on a more individual basis, it acts as a trigger for HR and line managers to pay specific attention to these individuals and for example increase the number of 1on1s. 

PM_Engagement@2xv2

Using grid charts to apply Situational Leadership

Segmenting users based on tenure, and plotting this against their perceived performance, allows line managers to adapt their leadership style for each individual in their team. For instance, high performing individuals who have been in the business for a while will expect a much less directive leadership style than new joiners.  This is known as the Situational Leadership Model and you can learn all about it one of our latest blog posts.

Development vs behaviour

Conclusion: transform your HR team from firefighters to a sniper squad

Our new insight module allows you to tap into the value hidden in your talent data and shift your focus from reactive to proactive action. You’ll steer line managers in the right direction to lead effectively, taking into account the specific engagement and performance context of the team and its team members!

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