Best practices of active and passive employee listening from the 20+ top People Analytics and HR experts.
by blending quantitative data with passive and active listening in the hybrid reality.
Many businesses put creating exceptional employee experience high on their priority list as it directly positively impacts employee engagement, efficiency, and retention.
Hybrid Revolution & Great Attrition and its challenges made it to one of the key business imperatives across the globe.
Over the past decade companies have treated active listening as the main source of employee feedback.
However, to get a full, more objective overview of the employee experience, it’s vital to add passive listening to this equation.
Data from surveys, interviews and other forms of dialogue that describes employee experiences, perceptions, opinions and feelings.
Data from a company’s communication and collaboration ecosystem (e.g. e-mail, calendar, chat, code repository, system for project management) that describes work habits and patterns.
We have supported several international companies, helping them to use ONA ethically.
We run employee listening surveys among subsets of our employees on a quarterly basis. Our team leaders can launch their own Engagement Pulse survey, if needed. We then research and analyse this data at a large scale to provide aggregate insights to our leaders on areas such as engagement, leadership, and team performance.
We often analyse surveys in isolation. Interconnection of multiple surveys to see patterns over time can be really insightful. Also, a wealth of information is available on job boards as employer reviews. There are sophisticated algorithms to perform sentiment analysis of the same.
Employee preferences have realigned towards wellbeing, mental health, work-life balance, etc. after the pandemic. Companies have to adapt to the new ways of working and Organizational Network Analysis will be the most sought-after area in people analytics. It will help discover the unknown patterns emerging in new work settings.
There is so much data being generated today. The #Peopledata - #HRdata space is impacted too. The volume of data is so much that we truly have to remember to "Spot the People in the Data”.
As a Network Perspective team we have learned many lessons through over 10 years of conducting Organizational Network Analysis (ONA). We see that many companies still don’t know how to implement ONA tools in their companies in an ethical and efficient way. And how important it is. That’s why we’ve created this e-book: to share the lessons we’ve learned and combine them with experiences from other experts in the people analytics community.
As passive listening is coming into a play at a large scale now, I believe that the time has come to ask People Analytics experts and HR practitioners about the lessons they’ve learned so far in their employee listening projects. It would be particularly interesting to collate insights from active listening (surveys) and passive listening (data from company’s communication and collaboration ecosystem).
When you think of it, whom do we need more than People Analytics experts and HR practitioners? They’re well equipped to teach us about the most ethical ways of measuring work analytics in a remote/hybrid setting.
We should put their huge experience and knowledge to use!
We’ve developed a Network Perspective analytical software with a mission to give people leaders data & insights about their teams' collaboration habits. The aim is to enable people-centric & high performing hybrid organizations. With strong ethics upfront.
Companies that use our application benefit from analytics describing experiences, which have impact on the two key dimensions: teams’ healthy efficiency and wellbeing. We analyze, among other things: collaboration overload, meetings time & quality, deep work time & context switching by work interruptions, work-life harmony, leaders’ guidance, teams’ routines and rituals, cross-team collaboration and collaborative learning.
Through many years we’ve learned how to implement the app with strong ethics upfront and how to distribute the results to people leaders to make the change of work habits real in the long term and on a large scale.
From many talks with decision makers and people leaders we know how important it is to implement ONA wisely. We see how ONA is coming into play at a large scale now. It’s high time to share knowledge and best practices in this area.
If you’d like to talk about the ethical and impactful use of passive listening or contribute to the second version of the ebook we are preparing, please contact us. :)
Ania Garczynska (email@example.com).