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One of the most revolutionary advantages that businesses have in the digital era is the ability to collect and analyze massive amounts of data. From workflow bottlenecks to breakdowns in communication to regular feedback, these data points can help leaders refine their styles, respond to employee needs, and find new areas of focus to ensure that employees and leaders are having maximum impact in their roles.
According to Intel’s Small Business Insights Research, businesses need support in HR labor recruitment and retention to keep things running smoothly and to accelerate productivity. As a result, businesses are increasingly focused on specific data points of employee development to create stronger workforces, maintain robust leadership, and maximize the customer experience. Robin Dagostino, head of employer branding and creative media at SAP, advises that, since the company is data-driven and powered by the people, investing time and resources into employee performance and leadership potential is critical. Dagostino’s role involves analyzing insights internally and externally from the organization’s cloud-based solutions system, SAP SuccessFactors, to review employee performance, trends, analyst predictions, sustainability, competitive intelligence, employee feedback, and more. Companies can increase effectiveness and improve HR’s talent management functions by conducting frequent performance reviews throughout the year and maintaining open dialogue with all team members to ensure that they are on the right path for success.
Similarly, Adam Rogers, chief technology officer and senior vice president of product development at Ultimate Software, suggests that to be effective, “HR and leaders need visibility into their people, particularly those who are leading teams and for whose care they are responsible.”
Ultimate’s own internal data workforce solution, UltiPro Perception, provides access to information-rich insight on six dimensions (engagement, retention, the employee’s manager, meaningful work, resources and advancement opportunities, and respect and recognition). This multifaceted tool helps the company understand the health of the organization, in real-time feedback, all the way down to the individual team level.
Through embedded analytics, managers can have a continuous view of team and individual performance that helps predict employee potential while simultaneously forecasting flight risk. This, in turn, allows the talent development team to partner with leaders to create tailored solutions for improvement and prevent talented employees from jumping ship.
By incorporating these workforce solutions and utilizing the data, businesses can revamp and revitalize leadership within their organization by easily identifying the root of the problem, addressing pain points, clearing up bottlenecks, and focusing on a direct, client-focused solution.
Rogers advises that employees seek to feel supported, respected, and trusted by their managers and company leaders. “We focus on providing ongoing development opportunities, from certifications and training courses, to programs that prepare our people for leadership positions. We also have cross-training and shadowing programs that help employees build new skills or uncover roles within the company that might prove a better fit.”
As the digital era continues to evolve, businesses are rapidly adapting to this new way of thinking by placing a greater emphasis on incorporating employees into the entire process and cultivating leadership styles that effectively align with the needs of the organization’s employees. Through the use of data, companies can project further into the future and determine the skills necessary to the organization on a five- or 10-year plan. Companies can also utilize data insights to determine how to expand into new markets with the right leaders and how to make key HR decisions from a policy standpoint.
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