Article: Shift to a data-driven culture for employee retention

Employee Engagement

Shift to a data-driven culture for employee retention

Learn how organizations can go from a HiPo led culture to a data-driven and understanding environment for employee retention and growth.
Shift to a data-driven culture for employee retention

Starting from the age of mechanics, we evolved into electronics and now are in the age of cyber systems. Organizations have started the implementation of Artificial Intelligence (AI) while using chatbots, which is just scratching the surface; there are yet many more opportunities to be explored. The real use of AI comes at value through integrated processes with tons of data. Artificial intelligence is not just tech, but it is a mindset. Automation can automate things but can't outdo humans. While some mundane tasks can be automated, the humans or employees involved can spend that time being creative and add more value to the company in growing it.

How are decisions made?

Today in organizations, the HiPo culture is followed. The terms HiPo: Highest Individual Paid Person's Opinion is quite a common one in the world of HR. But as Mukesh Jain, CTO - Insights, AI & Data India, Capgemini, says, "One of the things I have learned when it comes to HiPo in my earlier experience is people don't want to be HiPo. They don't have data and hence don't know what is to be done,"

Most employees resign the company with the reason of finding better career prospects. While very few admit to their manager not being good enough, and even less will admit, that it about the salary. But how do HR organizations retain candidates even after offering the hike of 25-30%? The answer is simple, shift to date driven decisions.

It is time for the organizations to move from HiPo to a data-driven and growth culture. Here are some things to consider while doing so:

Understand your employees: About 15% of the recruited candidates this year would fall under the category of GenZ while 67% of existing employees are millennials. But not many leaders have interacted with them outside work, which should be the case. It's essential to connect with them by traveling with them, conducting informal brainstorming sessions, understanding their mindset, etc. 

Data culture: The core of anything and everything is data. It is impossible to proceed without data, after which comes analytics; understanding the whats and whys of all happenings. Business intelligence makes one aware of what has happened but not, why it has happened. Using analytics, one can start the prediction process and introduce Machine learning to it. All of these technologies then support Artificial Intelligence and simplifies its use. 

Create new opportunities: One should be aware of the employee's needs. Campus placement candidates are hired and directly allocated projects. Even after changing jobs, they still would be offered a role similar to previous posts, instead of asking theirs wants, which is one of the significant challenges. Very few organizations are capable of creating work culture job opportunities for employees to love and work in. Employees who are passionate about learning something new will not stick to the conventional job requirements and will go beyond their comforts to learn more

Digital transformation: Opt for apps, systems, and chatbots that enhance employee experience and provide you with data that adds value to your organization. A person joining in at 9 am should directly be able to start working and not spend a day form filling information that can be automated. Start your organization's digital transformation with these small steps 

Adapting to the changing trends: The Kano model suggests that things that are luxury right now, may transform into necessity later. Evolution of Mobile phone is a perfect example of this. Once the masses used it, it became a necessity, and now, every individual can access and operate everything from a mobile phone without touching laptops. The same concept is applicable for HR; the benefits and values you give a candidate now might be a luxury for few people but soon will become a necessity without which they won't work.

 For the youth, differentiation between online and offline is blurry. Specially Genzs, they have a sense of purpose; they don't join an organization to get a job or pay. They join with a purpose, and their only aim is to fulfill that. The more GenX understands the GenZ and Millenials; the better connection is formed for an organization to benefit, by understanding their needs and requirements. It is witnessed, that the companies that have more GenZs and Millennials tend to grow more, which shouldn't be overpowered by fear of which is common in India. 

One of the best ways to go about this is by giving liberty to GenZ candidates to learn new things on the job. In exchange, you can learn something from them, which might help the company grow. All this can be done by automating most of your processes and installing systems that give you tons of data. Use this data to understand what makes your employees stay, and the areas you're lacking could be quickly improved.


(This article is based on a session Exponential technology: What’s ahead by Mukesh Jain, CTO - Insights, AI & Data India, Capgemini at TechHR 2019.)

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Topics: Employee Engagement, #TechHRIN

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