We cannot be all things to all people!
We have to stop pretending that if our organizations could simply do more of everything we’re told to do (by the pundits, consultants, bloggers, speakers) we’ll all have “best places to work.”
This is a losing battle…we cannot be (nor should we be) all things to all people. We can, however, figure out which things have the biggest and most lasting impact on success in our unique organizations. And only then can we prioritize, focus, and act on them.
This is why we developed QuestionPro’s Workforce Driver Analysis. It makes it easier to quickly identify the words, behaviors, actions, values, and beliefs that are driving success in your unique organization. It’s available now…
Driver Analysis: Know what fuels your organization
It’s pretty simple, really. Correlative properties abound in the workplace. Certain behaviors drive certain outcomes – and some more strongly than others. The trick is understanding which behaviors are most likely to drive real and permanent results. So let’s say Employer Net Promoter Score (eNPS) is the one measure you rely on as the bellwether for employee sentiment, experience, satisfaction, and engagement (we think it should be, btw). Certain things drive that outcome more than others. And despite what you may have been told to the contrary, that which drives desired outcomes (i.e. eNPS or engagement or turnover) in your organization is likely different than that which drives those outcomes for others. So…
For every single thing you measure in your employee survey(s), QP’s Workforce Driver Analysis quickly identifies which other things impact it the most. Here’s an example of how that works…
Isolate the Outcome you Wish to Analyze
In our example, My Company measures eNPS by asking this one question in all of its employee surveys.
Get Info on Other Things that May (or May Not) Drive that Outcome
But they are also gathering input on other behaviors and experiences in the same survey(s). Stuff like…
Figure Out What’s Driving What
As they gather the data, they can monitor the Driver Analysis to see what’s driving what. In this example, My Company wants to know what’s fueling eNPS.
Correlation is a statistical technique that can show whether and how strongly pairs of variables are related. It doesn’t necessarily indicate “causation” (that’s another story for another time), but it’s a really great place to start. In a sea of variables and possibilities, correlations help us sort top to bottom. They help us identify the outliers. And more than anything, they give us a really good context for additional conversation and exploration. A coefficient closer to 0 signifies a weaker relationship between the corresponding factors. A coefficient closer to 1 implies that there is a heavy influence of one variable on the other; and a coefficient closer to -1 indicates an inverse (or opposite) relationship between those variables. In this case, “Distributing Authority” appears to have the biggest influence on eNPS. More specifically, we want our people to experience more of this behavior: “Knowledge and expertise matter more than title or tenure around here.” Therefore, if we had to place a bet on where to marshall our resources, finding a way to get more of this behavior in our workplace would be a safe bet to make.
Again, there is no shortage of things we should, could, or must be doing to strengthen employee experience in the workplace. We all know, though, there is no way on this green earth that we can do them all. So let’s find a way to do the things that will have the biggest impact. QP’s Workforce Driver Analysis does that for us. By the way, our research has shown that when organizations focus on getting more of the behaviors that have the highest impact on their eNPS, that eNPS can increase by as many as 23 points in any given year. 23 points! Higher engagement, higher intent to stay, higher willingness to put forth the discretionary effort. And who doesn’t want that?
To learn more about our Workforce Driver Analysis, contact us today.