There is a minimum requirement when it comes to H.R.: you must have proof of right to work; written contracts; work time directive awareness; constant compliance etc.. However, mistakes happen, things get lost, and valuable time is therefore wasted — especially when recruitment, sales or deliveries are your focus. After all, supporting employee retention and growth is only growing in importance. Getting your people processes right is a golden opportunity that can drive a real impact on the bottom line — meaning employee insights become pivotal.
Knowing behaviours of managers and teams drives insightful actions; and understanding why they occur brings the following questions:
- Are you aware of breaching working time directives?
- Which sites have more sickness?
- Are certain employees always late?
- Are some sites improving or worsening their absentee rates?
- Do you have a consistent trend of high employee turnover?
- When are your new starters finishing probation?
- Are you exposed to fines for missing key employee information?
The list continues. People management issues aren’t only about team members, it’s about managers too. No people manager should be expected to keep track of H.R. related issues via pen and paper; it can limit success and drain valuable time. Every working time directive breach could result in a fine — the stakes are high, especially when it comes to young workers. In a situation where employee turnover is much higher in one site compared to another, it can’t be ignored. Is it management, culture, or failed probations? Insights are required to investigate.
Still, with the investigation, the focus must remain on positively influencing the bottom line of business financials, whilst simultaneously managing teams effectively. High staff turnover has a huge cost on businesses, not just in the cost to replace and retrain, but the lost skills and opportunity cost.
Insightful data drives informed actions. For example, how can you be prepared for audits if there is no record of working time directive breaches? Using data to track behavioural trends for employees and sites is becoming an increasingly reliable tool to identify potential areas of problems.
Those who are doing well on this are using the insights that their data brings, tracking trends and taking faster actions to prevent costly issues. Understanding sickness trends, absenteeism, WTD breaches, lateness and more are all indicators of where you need to focus your energy. In essence, knowing which sites or managers require further support or investigation.
If you would like to know more about data giving you the right insights to reduce your staff turnover, please book a demo below:
