3 Tips to Drive Organizational Effectiveness with Cross-Program Intelligence™
As the People Analytics function within companies continues to mature, we are at a crossroads. We have more data available to us than ever before but we don’t always have the tools to easily generate insights across these disparate data sets that can inform business decisions.
As Josh Bersin says, “People Analytics means bringing together all the people data in the company (and there is an ever-expanding amount) to understand and address specific business problems: sales productivity, retention, fraud, customer satisfaction, etc.” While this has been an aspiration for many companies, we haven’t had the kind of technology that could enable these integrated insights without hours of manual manipulation of the data.
That is until now. Glint’s newly announced Cross-Program Intelligence™ introduces a cutting edge capability to derive insights from integrated people data across the entire employee journey, that allows users to make informed business decisions.
However, before diving into how to use Cross-Program Intelligence to improve the effectiveness of your organization, let’s first clarify what Cross-Program Intelligence is and isn’t.
What isn’t Cross-Program Intelligence?
Some survey providers simply cut & paste reports from different programs together so you have a few different surveys on one dashboard. But this doesn’t solve the fundamental problem of survey silos. If you ask, “What was engagement like 3 months ago for people who recently exited my company and cited their manager as the reason?” those limited dashboards won’t be able to help.
Traditionally, doing analysis across multiple survey programs is time-intensive, resource-intensive, and highly manual. People analysts need to access raw data across all programs, clean the data for analysis, and load it into a custom analysis before finally being able to filter and test hypotheses. This process could take days if not weeks. Furthermore, most employee surveys are confidential and hosted by 3rd party survey vendors. This creates challenges in acquiring the raw data in a way that allows robust analysis while also protecting data and ensuring confidentiality. It also limits access to insights to a few analysts in the organization who can quickly become overwhelmed by reporting requests.
So what is Cross-Program Intelligence?
At its core, Cross-Program Intelligence allows you to quickly bring together disparate data sources using an easy-to-use, self-service filter, while maintaining the confidentiality of respondents. By connecting data across different survey programs, you can uncover targeted and actionable insights about specific employee populations — and take action to continuously improve.
With our terms defined, let’s dive into some powerful use-cases.
1) Discover early warning signs of employee attrition
Organizations today are in a constant war for talent, care deeply about keeping their best people, and urgently want to identify early predictors of turnover so they can course correct before their top talent walks out the door. They wonder, “why are engaged employees leaving and what could have tipped us off 6-12 months beforehand?”
To better understand why engaged, high performers decide to leave, our customers use Cross-Program Intelligence to connect the reasons employees cite for voluntary exits with previous engagement scores and drivers of engagement.
By looking at engagement results 6-12 months prior to exit, you can surface patterns and understand which levers have the highest impact and approximately how much time you have to influence their decision. For example, one customer saw that a year before employees left, that cohort began feeling increasingly disengaged due to a lack of career opportunities. Over time, the lack of satisfaction on this specific driver spread to more drivers like “resources” and “recognition”, until those employees inevitably left.
Upon discovering this tipping point, this customer developed a plan to improve career & growth opportunities for impacted teams in order to proactively increase employee retention. By uncovering these early warning signs, you too can act with precision to course correct before losing high performing employees.
2) Understand what makes managers and team successful
More than just optimizing the employee journey, you can also use Cross-Program Intelligence to improve the effectiveness of your teams and organization.
Today, work is completed more and more by teams, which puts managers in a position to play a critical role in influencing the engagement, retention, and performance of those teams. But we know that most managers still don’t receive adequate training to prepare them to succeed in these roles. Knowing which manager traits create the best teams and providing developmental programs in a targeted, rather than one-size-fits-all, way can have an outsized impact on the overall organization’s effectiveness.
By filtering your manager effectiveness survey by teams that score high or low on your team effectiveness survey, you can find patterns that illustrate what the best managers do to optimize their teams — and conversely what other managers can do to improve.
Within the Glint platform, we offer a manager report that allows HR leaders to filter team effectiveness results by managers who score high or low versus the company average. By working in tandem with your learning & development team and using this report, you can identify which teams and managers need development and target training directly to these managers.
3) Deploy a more agile survey approach with shorter, more timely surveys
Last but certainly not least, an important benefit of Cross-Program Intelligence, is that it allows you to get timely, relevant feedback with shorter, more frequent surveys.
A key principle in designing surveys is to solicit feedback when it’s most relevant in the minds of your people. For example, it’s best to ask about onboarding experiences soon after new hires are onboarded or about how a reorg was handled when it is top of mind for people.
With traditional surveying approaches, companies feel the need to utilize one survey to ask every possible question on their mind. Because they can’t connect data across different survey programs, it’s not uncommon to see organizations use a 70 question survey that asks about about onboarding, change management, pay & rewards, and everything else under the sun. But employees don’t accurately remember how a performance discussion went or how a reorg was handled 6-9 months after the fact. Instead, they answer based on the little they remember, providing you with a false signal.
With Cross-Program Intelligence, you’re able to tie data points together across different feedback mechanisms demonstrating agility in your approach while surfacing patterns across these data points. For example, you can ask about an employee’s recruiting experience 2 weeks after they join the company, their onboarding experience 30 days after their new hire orientation, then launch a 5 question survey about a change effort you just completed. All those data points are connected in the Glint platform so you don’t lose any potential insights.
Collecting feedback when it’s most relevant with an agile survey approach critically improves the quality of feedback given and your ability to make actionable business decisions based on the data.
Interested in hearing more use-cases?
Perhaps the best part about Cross-Program Intelligence is that the use-cases are truly endless. Next week, we’ll dive into three more compelling use-cases that you can use to optimize your employee journey and drive organizational effectiveness. In the meantime, if you’re interested in seeing a demo, contact us to learn more.
This post was co-authored by Raymond Hwang.
Archana Ramesh is a People Science Consultant with Glint. Before joining the Glint team, she led People Operations and Technology for a fast-growing mid-size public technology company. Along with holding global roles, Archana has lived and worked in Western and Eastern Europe and is able to leverage her international experience to partner with global customers. Archana holds a M.A. in Social/Organizational Psychology from Columbia University where she focused on leadership development and change management.
Ray Hwang is a Senior Product Marketing Manager at Glint, where he leads product launches, messaging and positioning, and go-to-market strategy. With experience building brands in both consumer goods and technology, Ray excels in building collaborative teams to launch and scale purpose-driven products. Prior to Glint, Ray led product marketing for LinkedIn’s Marketing Solutions business. He holds a BSBA from Washington University in St. Louis and an MBA from the Kellogg School of Management at Northwestern University.