Understanding My Workforce: How Do I Get Started?
I highly recommend the discussion to anyone who's involved in creating people strategies. While listening, however, I realized that some HR professionals are probably wondering where to start. How can you learn about and start understanding your workforce, and what does that process look like?
Tips for Understanding Your WorkforceI've supported many clients over the years as they investigate what their employees care about most, and then seek to positively impact those areas. Let me suggest the following steps.
Understand your organization's business objectivesSimply put, senior leaders won't support an initiative that doesn't contribute to strategic goals. Individual leaders may believe positively impacting the workforce is the "right thing to do." But without a connection to critical business outcomes, your efforts will not result in leadership support. Once you understand your leadership's top-of-mind issues, align your workforce needs investigation with supporting those issues.
Gather data from your workforceThis simple statement can be challenging to actually complete. You will likely have one opportunity to gather the information needed, so the protocol for interacting with employees needs to supply all the information needed. Ideally, this results in a "gold mine" of a data set.
Unfortunately, many times this step does not go as planned. We've seen several organizations attempt this process internally, only to reach out to Horizons Workforce Consulting to "make sense of the data we've gathered." Therefore, you may want to consider hiring a workforce consultant to support you in these efforts.
Analyze and interpret the dataYou'll need to analyze both qualitative and quantitative data to get the full picture: who comprises your workforce, what their challenges are, and how they want their employer to help support them. When we analyze data for a client, we look for the "story." What's the overall message that data tells us about the employees?
Of course, there will be subtitles, but a clear headline will result in clear communication to senior leadership and back out to the workforce. A recent client study included the headline, "We're proud of our organization and appreciate the supports already in place, but how can we all move this â€˜100 Best Company' to the next level?" That grabbed decision makers' attention, since it aligned with their goals for 2015.