People analytics can help uncover what motivates your employees and what matters to them. Learn from Dr. Michael Moon, the Director of People Insights at ADP, as she discusses the entire process of gathering, analyzing and understanding your people data.
Product Management Excellence: Data-Driven Insights into High Performance
People-Driven Engagement: Leveraging People Analytics to Motivate Employees
1. Leveraging People Analytics
to Motivate Employees
Dr. Michael Moon Naba Ahmed
With: Moderated by:
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People-Driven Engagement
Webinar Series
2. Glint is committed to helping people-driven organizations increase employee
engagement, develop their people, and improve results. We are in the
business of people. We know that great companies are fueled by great
cultures, and great cultures are built by great teams. We’re obsessed with
building a happy, thriving team because our people not only power the Glint
culture but also build products and experiences that help power
organizational cultures around the world.
3. Click on the Questions panel to
interact with the presenters
https://www.humanresourcestoday.com/webinar-series/people-driven-engagement/
4. About Dr. Michael Moon
Dr. Michael Moon is an organizational psychologist who specializes in applying analytics and
evidenced-based approaches to the management of people. She has a PhD in Human Capital
Management from Bellevue University and an MS in Human Resources from Suffolk University.
She currently works at ADP as the Director of People Insights, a part of ADP Professional
Services, which provides advice and support to ADP clients on the use of HR analytics to drive
more effective people decisions. She also is the CEO of ExcelHRate Research and Advisory, an
evidenced-based HR research and consulting firm.
About Naba Ahmed
Naba went to Cal Poly, San Luis Obispo and majored in Journalism and minored in Integrated Marketing
Communications. After working as Editor-in-Chief at the campus newspaper, she became interested in developing
content across multiple platforms, and now works as a Content Marketing Specialist at Aggregage, providing some of
the most interesting thought-leaders across a wide variety of industries with a space to celebrate the diversity, depth,
and experience of their professional cultures, personalities, and passions.
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Overview
In this webinar, you will learn:
• The three biggest lies or half-truths you are being told about Employee Engagement
• How you can leverage data to uncover the drivers of employee engagement
• How to start using people data and analytics to gain a more accurate understanding
of what motivates the people in your organization
• How to use an evidenced-based approach and logical frameworks as part of your
approach to analyzing people data
Leveraging People Analytics to
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• Engagement is at an all-time low because it is only
part of the picture
• Does not take into account the whole employee
• Efforts directed are traditionally only focused on
improving “work” related employee outcomes (e.g.,
productivity, discretionary effort)
• Tendency for organizations to focus on attaining
desired outcomes for the organization, rather than
on the individual employee
So…are you sure you are really measuring
engagement?
“…willing and motivated to perform to levels that exceed the stated
requirements of their jobs…but is that enough?”
Source: Gallup, 2016; http://www.gallup.com/poll/180404/gallup-daily-employee-engagement.aspx
Leveraging People Analytics to
Motivate Employees
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Different Constructs, Are You Sure You are Measuring
the Right Thing? (aka, Construct Confusion)
Employee
Engagement
Job
Satisfaction
Organizational
Commitment
Employee
Experience
Wait, what
about me?
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Lie #1 - What is Engagement?
Happiness
Job satisfaction
Organizational commitment
Automatically lead to desired outcomes
(causal)
Replicable
Contagious
HR’s job
A state; not a trait
Satisfaction derived from the work itself
Emotional commitment
A conduit or mediator
Please do not benchmark yourself
Sort of contagious
EVERYONE’s job!
IS NOT/DOES NOT… IS…
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• Gallup Q12 (GWA)
• Kahn (1990)
• Engage for Success
• JD-R Model
• Theresa Welbourne
• Maslach Burnout Inventory
• Utrecht Work Engagement Scale
(Schaufeli and Bakker, 2004)
• Etc.
Impossible to Compare
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• Predict financial or business unit performance
• Isolate employees who have exhibited discretionary effort
• Predict turnover
• Cure cancer
Lie #3: What Engagement Can Do?
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“The application of quantitative (and qualitative) analysis to make better
people decisions that help drive positive
outcomes for the business.”
– Dr. Moon (2016)
What is People Analytics?
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• Analytics sheds light on potential
variables that lead to certain outcomes
• The Other ROI
• Support fact-based decision making
• Dispel myths and commonplace beliefs
• Opportunity to humanize the workforce
Benefits of People Analytics
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• Validity
• Reliability
• Correlation, not causation, know the difference
• Metrics ≠ Analytics
• Only a piece of the puzzle – multiple sources of
evidence and types of data/information
Not all Data is Good Data
Image Source: https://hsccoworks.com.au
• Start with a question (hypothesis)…avoid fishing expeditions
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1. Craft good questions
2. Identify sources of data/evidence (follow rules of the data sandwich)
3. Create hypothesis/hypotheses
4. Create a logical framework to help map out data to be collected (independent and dependent variables)
5. Collect data (validate and clean)
6. Run analyses to show which of the independent variables best predict or correlate to the dependent variable
(correlation NOT causation)
7. Test internal validity on a sample of data (n=10% or a minimum of 30 employees per dependent variable)
8. Conclude analyses by creating a chart or visualization of the relationship between the relevant factors
9. Socialize the results with the appropriate stakeholders, revise as needed.
10. Prepare proposed action plan for the practical application of your analyses
11. Rinse and Repeat
Process for Uncovering Drivers using People Analytics
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1. What characteristics are more common in those employees who have left our company compared to those who stayed?
2. Sources of data: focus groups, employee interviews, exit surveys, HRIS, empirical research
3. Employees who have not had a career discussion with their manager in the past year are more likely to leave; who have lower
compa-ratios are more likely to leave; who work from home more than 80% of the time.
4. Independent: Career discussion in past year; compa-ratio; percentage of hours worked from home. Dependent: Left the
organization
5. Collect data (validate and clean)
6. Run analyses to show which of the independent variables best predict or correlate to the dependent variable (correlation NOT
causation)
7. Test internal validity on a sample of data (n=10% or a minimum of 30 employees per dependent variable)
8. Conclude analyses by creating a chart or visualization of the relationship between the relevant factors
9. Socialize the results with the appropriate stakeholders, revise as needed.
10. Prepare proposed action plan for the practical application of your analyses
11. Rinse and Repeat
Example: Process for Uncovering Drivers Leading to Turnover
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Scheduling > Customer > Sales Profit Chain – A People Perspective for Retail
Logical Framework Example: Impact of Understaffing
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Real World Logical Framework
• “A set of activities that a firm operating in a specific industry
performs in order to deliver a valuable product or service for
the market”
• Michael Porter (1985), Competitive Advantage: Creating and
Sustaining Superior Performance.
Committed Leaders
Competent Staff
Food Quality
Customer Service
Cleanliness
Customer Loyalty
Satisfaction
Loyalty
Productivity
Value Chain Analysis: McDonald’s
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McDonald’s – Optimization of Restaurant Performance
Relationship between:
• Staff demographics
• Management behaviors
• Employee attitudes
Source: http://www.careermovesgroup.co.uk/news/hr-insight-mcdonalds-
performance-management-result-25139/
Dispelled myths:
• Dissatisfaction – Strong Customer
orientation
• Managers who are strong leaders just
not enough
Committed
Leaders
Employee
Engagement
Resources
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• Follow the data sandwich recipe
• Your best guess is good enough
• Context and segmentation are everything…
• …Best practice is NOT
• Use benchmarking as a source for further questions, not as a single source
of evidence or a North Star
• Keep the “human” in “human capital”; apply evidence conscientiously
Closing Remarks
Leveraging People Analytics to
Motivate Employees
22. Q&A
Naba Ahmed
With: Moderated by:
Director of People Insights, ADP
Linkedin page: in/mikemmoon/
Twitter ID: @mikemmoon
Website: https://www.adp.com/
Dr. Michael Moon
Editor, Human Resources Today
Linkedin page: linkedin.com/in/naba-ahmed/
Twitter ID: @hrposts
Email: naba@aggregage.com
Website: humanresourcestoday.com
https://www.humanresourcestoday.com/webinar-series/people-driven-engagement/
