Drawing upon research evidence, identify and evaluate three different sources of data analytics that can be utilised to support the view that employee voice enhances organisational and employee performance

Drawing upon research evidence, identify and evaluate three different sources of data analytics that can be utilised to support the view that employee voice enhances organisational and employee performance. (7HR01 A.C 3.4)

Employee voice is an important ingredient in increasing performance at both organisational and individual employee levels. This is something that organisations can easily build on to have an engaged and efficient workforce by just ensuring active listening, integrating, and acting on relevant feedback from their staff members in significant decision-making. This paper identifies and evaluates three different sources of data analytics that validate the position: Voice of Employee, employee listening strategies, and sentiment analysis, all pointing to the same fact that employee voice enhances performance.

1. Voice of Employee (VoE) Analytics

VoE analytics refers to the process of systematically collecting and analyzing employee feedback to bring in useful insights that could be acted on for organisational improvement. This comes from various sources of data: employee surveys and reviews from sites like Glassdoor, not to mention direct mechanism feedback. For example, themes and sentiments in employee reviews can be analyzed to really understand what needs to be improved in the organisation—a change in the workplace culture or maybe a different management approach. According to research, if VoE analytics is implemented in organisations, then they can bring down turnover rates significantly and improve their productivity. Knowing what bothers employees and acting on it quickly sets up a better and more supportive work environment that secures better outcomes in terms of retention and performance. This not only empowers employees because of the ability to translate employee feedback into actionable strategies but also aligns their goals with the organisational objectives.

2. Employee Listening Strategies

The strategies involve the interpretation of data analytics to understand the level of engagement, satisfaction, and experiences of employees relating to the organisation at large. It further focuses on the creation of continuous feedback loops in companies whereby organisations actively seek input from their employees through timely surveys and informal check-ins. According to research, these practices ensure the accomplishment of higher levels of employee satisfactory results and better retention in organisations with structured employee listening strategies. For example, one study reported that 69% of organisations with a defined employee listening strategy indicated better business outcomes than those without such a framework. Second, the use of data analytics in the interpretation of worker feedback would lead to informed decisions by managers toward enhanced engagement and motivation for better performance.

3. Sentiment Analysis

Sentiment analysis is a powerful tool for quantifying feelings and attitudes towards the work environment. The methods can be used to analyze open-ended survey responses/feedback for employee sentiment and pinpoint trends over time. Such information is irreplaceable in offering insight into the feel-good factor pivotal in employee experiences, often attached to performance. A company that conducts regular sentiment analysis might realize employees are feeling undervalued or overworked. These may be better addressed by focused interventions related to that concern, such as through a recognition program or workload adjustment, in order to raise morale and productivity. Research has shown that organisations with their finger on the pulse of people, that is, feelings and attitudes of employees—have higher engagement and less turnover, which then reflects in better organisational performance.

Many such valuable insights regarding the employee voice can be generated by pulling data analytics from VoE analytics, employee listening strategies, and sentiment analysis. This then creates the ability for an organisation to develop a more positive work environment that supports better performance for both employees and the organisation if they engage actively with the employees in their feedback. These kinds of analytical approaches assist not only open communications within the culture but also continuous improvement, directly benefiting the organisation.

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