How People Analytics Can Support Employees in a Time of Crisis

For anyone reading this — I hope you, your family, friends and colleagues are all safe and well.

We are in the middle of a pivotal moment in time where work will change and, therefore, how businesses manage their workforce will change. This mirrors how the 2008 financial crisis introduced new ways of working and brought to bear the gig economy.

The rapid spread of the COVID-19, along with travel and social distancing restrictions, have completely changed the way employees are engaging with one another and how businesses are operating. US companies have begun to address the immediate impact COVID-19 has had on consumer demand, as well as take action to ease anticipated losses in the coming months. In this article, I’ll explore how people analytics can be used by organizations to monitor the needs of their workforce and ultimately support their employees through times of crisis.

Meeting immediate needs

There are many great blogs and white papers outlining the most effective ways to operate in our current virtual working environment. While these include good tips on how to effectively communicate and engage employees at this difficult time, the broader challenge is the impact these new ways of working will have on our workforce, including:

• how employees maintain their health and well-being;
• how they collaborate and discover new ways to be productive;
• and how businesses respond to pressures to cut costs, restructure or reskill their people.

We already have proof that things are (and will be) changing for the workforce across industries. You’re probably already seeing and doing many of the following to respond to the immediate challenges and prepare for the unknown:

• Working from home as the new normal — While many companies already offer flexible work arrangements, working from home in this environment is very different (e.g., children occupying the house due to school closures, significant others occupying office space, lack of ability to go to your favorite coffee shop or lunch spot, etc.).
• Rapid-fire scenario planning — Companies are laser-focused on understanding scenarios, variables, and implications to the supply chain, customer demand, and impacts to bottom and top lines.
• Rapid refinement of or implementation of business continuity plans — Leaders across companies have been given the charter to define or refresh contingency plans that allow organizations to address downside risks and maintain business operations with minimal disruption.
• Investigation and activation of cost-cutting measures — Many companies, if they are not already considering a reduction in their workforce, are reducing compensation temporarily or are, at a minimum, deferring recruitment and onboarding of new hires until the COVID-19 crisis is stabilized and normal working conditions are restored.

People analytics puts people first at this time of crisis

“People analytics” refers to the method of analytics that helps managers and executives make smarter, more strategic, and more informed decisions about their talent. Traditional examples include using data and analytics to identify better job candidates, make smarter hiring decisions, increase employee performance, or improve employee retention.

In light of the COVID-19 crisis, people analytics can help organizations navigate these unprecedented times by understanding how their workforce is functioning, what the implications are to the business and, most importantly, what can be done to support employees.

While ultimately companies may face difficult decisions around potential reductions in workforce, the best applications of people analytics will foster your organization’s cultural identity, maintain trust with employees, and drive satisfaction around new working arrangements to the fullest extent possible.

To support your organization in accomplishing this, people analytics can measure key indicators of employee engagement and performance and guide decisions on how best to support and uplift your people.

How to apply people analytics to support employees during the COVID-19 crisis:

Here are a few key questions to ensure your organization is positioning people analytics efforts to benefit employees and that you are properly defining the expected business outcomes you will achieve as a result:

1. What are our objectives for supporting our employees during the COVID-19 health crisis?
2. What is our hypothesis on ways in which people analytics can help diagnose, predict, improve and/or manage these objectives?
3. What requisite data do we have at our disposal and how difficult (or expensive) will it be to acquire this data and/or supporting technologies to conduct analytics?
4. What is the quantitative or qualitative impact that this could have on employee engagement, productivity, top line growth or bottom line impact?

Ultimately, you should be able state the following: “By analyzing (data available), we could better understand (employee or business issue) and (take action) in order to (achieve outcome for our employees), which ultimately would (deliver impact to the business).”

So, if keeping your employees healthy and engaged is your top priority, then ask, “How can people analytics help me understand the impact that this health crisis and new ways of virtual working is having on employee perceptions, productivity and quality of life?” Then, ensure whatever people analytics solution you define drives action and quantifiable outcomes for the sole benefit of your employees

Please note Slalom takes guardianship of data, and our clients’ confidentiality, seriously. All data and customer stories in this article is based on publicly available information and does not suggest that knowledge of such was gained from Slalom’s involvement in engagements by these clients.

Mike Bobek is a Solution Principal specializing in Organizational Effectiveness at Slalom, a modern consulting firm focused on strategy, technology and business transformation.