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Authors: John Tournet Robby White

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Workplaces are managing unique employee experiences more than ever before — remote versus in-office workers, a sprawling generational divide, diverse needs to meet — so it's never been more important to find out what makes your people tick. If that's not enough, artificial intelligence (AI) is changing the way we communicate and how we work. And the correlation between a person's health and happiness — both in and out of the workplace — is getting more attention than ever before.

According to one survey on life trends, people prioritize work/life balance most highly (52%), with salary (48.4%) and job security (39.1%) following close behind.1 The increased importance of work-life balance indicates that the promise of money could hold less power in motivating people to work harder. Investing in the right resources and programs that mean most to your people is essential.

But how do you begin?

The answer you need may be right at your fingertips — it's data. But how you use the data is what matters. As leaders, we have the power to think differently and reinvest where it's most needed to ensure employees have the best possible employee experience. Here are five ways to get started.

1. Tailor data for your organization: Beyond the off-the-shelf report

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Benchmarking against the market, your competitors or the business across the street is a necessary and excellent starting point. We recommend using our Workforce Trends Report Series to get started. However, relying on data reports and dashboards alone may limit your perspective to comparison and even derail you from taking action.

Your organization is always competing to attract great talent with specific skills. Not having a people analytics strategy could mean higher turnover, slow or no growth, and poor performance. Effectively using data analytics, on the other hand, means knowing your people, knowing the benefits they value and understanding what is or isn't working for your people. Proactively monitoring your people analytics insights can help you:

  • Avoid employment gaps caused by attrition.
  • Predict business areas with growth opportunities by using market trends.
  • Boost employee satisfaction to improve overall organizational performance.

As a forward-thinking employer, raise your workforce strategy bar by integrating and applying data analytics to get actionable insights. Empower your HR team to protect against and navigate future risks by enabling them to offer data-driven strategy to department leads and hold them accountable for the action items. Informed decision-making and action plans lead to measurable improvements in workforce management.

2. Empower leaders with data: Your people and organization will excel

Leadership buy-in is critical for long-term success, including partnerships with IT and operation leads, to define a strong vision and action plan. This process, although challenging, is essential for breaking down silos and enabling a holistic view of the workforce, which is vital for managing people effectively.

Analyzing demographics, employee engagement metrics, HR analytics and other data enables organizations to align their strategies to fit the diverse needs of their workforce. This approach also helps leaders meet business objectives. Recognizing the nuances of different cohorts and life stages of employees allows for more targeted and effective people solutions, which are crucial for managing people successfully.

3. Make data easily accessible with technology: A worthwhile challenge

For all the promise of data, employers face hurdles when trying to implement sophisticated systems. Limited staff capacity and antiquated processes and tools may hamper employers. More than half — 56% ­— say their HR teams have little or no capacity.2 Technology can help alleviate that burden, primarily through automation.

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Growing technology capabilities enables employers to think big when considering how to use analytics to develop tailored health, wealth and career solutions that are right for their people and business — not just where they are now, but where they're going.
Robby White, US Health and Benefits business line leader

 

This perspective encourages employers to leverage technology not only to address current challenges but also to strategically plan for future growth and development.

Data privacy and security are top concerns for organizations. Navigating the complexity of data integration across multiple systems is a significant challenge, as is breaking down data silos within organizations and navigating cultural change. Integrating and normalizing the capture and use of data from various sources is crucial for deriving meaningful insights.

Employers wanting to shore up or enhance their people analytics should remember that an organization doesn't have to maintain all the expertise in-house. Trusted vendors or consultants can augment the employer's capabilities, help manage change and boost operational excellence. When considering partners, look for those who can accommodate the varying data needs within the workforce, from executive reports to detailed findings. Setting high expectations for partners and challenging them to bring new ideas to the table will result in employers gaining access to more meaningful insights.

4. Understand your demographics: A helpful guide for benefits decisions

The rise in people analytics isn't just about numbers; it's about understanding the human aspect of the workforce. The goal is to fully understand the root causes of people-related risks and opportunities to develop solutions that drive and support the organization's people strategy. An accommodating people strategy is fundamental when catering to a multi-generational workforce.

Employers can start by digging into demographic data to inform strategies for engaging employees across different life stages. This area is ripe for exploration, with 39% of employers still not using demographic data in their overall people strategy and 75% not using generationally relevant communication mediums.3 Understanding your employees' demographics allows employers to tailor outreach, benefit offerings and wellbeing programs.

People analytics also can help guide important benefit decisions. A great example is GLP-1 anti-obesity medications. Many organizations are unsure if and how to cover these medications. Robust data can help employers drill down into their workforce to determine how obesity management may affect performance and absenteeism and the perceived value of this specific benefit. The findings can guide current and future decisions when more data about the drugs' long-term effectiveness is available.

5. Uncover new opportunities: Balancing savings and investments

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After employers build their initial people analytics systems and dashboards, it's exciting to consider the range of meaningful opportunities. Integrating strategic data and HR analytics with broader market trends is redefining workforce management and helping to drive improved engagement and talent retention.

For example, a Gallagher case study outlines how, by thoroughly analyzing benefits data, a business services firm with nearly 6,000 employees discovered opportunities for pharmacy savings, reduced administrative fees and improved vendor contracts. They identified savings of $3.5 million to $4 million, enabling them to reinvest in their workforce and enhance engagement and retention through lower employee medical contributions, introduction of a family-forming program and enhanced health support.

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Data capabilities have grown to the point that employers can track provider usage and the cost of maintaining access versus disrupting employees through a benefit change.
John Tournet, US CEO, Benefits and HR Consulting

 

John Tournet, US CEO, Benefits and HR Consulting, highlights the growing capabilities of data. "Data capabilities have grown to the point that employers can track provider usage and the cost of maintaining access to those providers versus disrupting employees through a benefit change," he says. "Drilling down to the employee level gives employers the ability to evaluate the real effects of a decision. In the past, the impact was harder to prove."

Tournet's insight underscores the importance of leveraging data to make informed decisions that directly impact employee satisfaction and organizational success.

After compensation, employers list culture and benefits as the top areas they use to recruit talent.2 However, many organizations still struggle to progress significantly with talent objectives. Robust data helps employers ask specific questions that could lead to better outcomes. Questions like:

  • What particular issues are diminishing the employee experience?
  • How are those issues affecting the ability to attract and retain talent?
  • How might addressing these issues improve emotional wellbeing and reduce mental health claims?

Thinking differently and holistically about how pieces of the employee experience fit together can enable organizations to create strategies that resonate with their employees and drive engagement. Effective decision-making, supported by robust HR analytics, is key to developing innovative people solutions that enhance the employee experience and improve the effectiveness of managing people.

Positively impact your people's wellbeing with data

Whether an employer is well established in using emerging analysis capabilities or just starting out on the journey, data is an indispensable tool in managing people. Data empowers organizations to make informed decisions, break down silos and enhance the employee experience.

As the technology landscape continues to evolve, the ability to harness data effectively through HR analytics and other sources will be a key differentiator for leading employers. Access to actionable insights will remain a competitive advantage as firms invest in attracting and retaining the talent they need.

Putting data to work for your people means giving organizations the information they need to design, develop and deliver a better employee experience. When leaders understand what matters most to their employees, they can build a people strategy that makes a meaningful impact on the lives of their employees.

Author Information

Sources

1"Accenture Life Trends 2025," Accenture, 16 Oct 2024. PDF file.

2"Organizational Wellbeing Poll: Top People, Technology and Benefit Priorities for 2025," Gallagher, Dec 2024. Internal data.

3"Organizational Wellbeing Poll: Generational Characteristics," Jun 2024. Internal data.