How Data Helps Retain High Performing Employees
The current method of organizational design is falling behind the needs of the modern-day workplace. This is made all the more urgent because employees are on the move. It’s time to get more analytical in your approach to retaining your high-performing employees so you can ride out the ‘great resignation’.
In episode 1 of the second season of the People and Performance podcast, Chris and Bill are joined by Rupert Morrison, CEO at orgvue, a global HR and organizational planning company that believes that the brightest business leaders need to “design for disruption and turn it into a competitive advantage”.
Most organizations invest 90-100% of HR resources in operations and only 10% in data and planning. Furthermore, too many CEOs make the majority of their decisions based on HR data! Rupert believes the current mindset in many boardrooms “needs to change if organizations want to be forward-proof and prosperous“.
The pandemic showed us that organizations can’t stay still if they want to remain successful. Companies need to continuously adapt and evolve.
It’s not easy to change an organization’s vision and practices but it can really pay off. This episode will include discussion of the why and how organizational planning and analysis keeps business agile and set up to grow in sustainable ways. In fact, as part of today’s conversation, Rupert is going to share findings showing a 2-fold increase in productivity when certain org design approaches are adopted.
- What is organizational planning and analysis and why does it matter?
- What are some reasons why businesses often don’t fully understand the duties and output of their employees?
- Who should control the strategy and who should control the execution of most org re-designs?
- One of orgvue’s recent whitepapers suggests companies can recover the cost of project investment in 12 months by consolidating manual processes and improving data quality to reduce time spent on reporting. We’ll talk about the cost and time savings in a moment but first, what goes into consolidating manual processes and improving data quality? Where does HR and other departments fit in? (orgvue.com/resources/ebook/enduring-change-organizational-transformation-in-a-rapidly-moving-landscape/)
- Follow up – Can you share some stats and findings around savings – in terms of productivity, employee hours, and money – for those companies that allocate ongoing investment to organizational planning compared to those lagging behind?
- From what you’re seeing at Orgvue and in the industry, why are some companies dragging their heels when it comes to using data as the foundation of planning their business strategies?
- So you’re a big believer that many companies can do more to harness the analysis and modeling of their workforce data. What are some things HR leaders can do to improve data capture and integration with performance management, feedback, and L&T technologies?
- As we look to wrap up, we like to ask our guests: from a culture and people processes perspective, what does a high-performing company mean to you?
- How can we learn more?