Managing employees and gaging their success and productivity within the company is a fundamental part of a business’s success. While every organization has a hierarchy of supervisors, managers, and leaders utilizing and overseeing their counterparts’ performance on a daily basis, it is important to also track employee performance management over the long term.
It is vital in order to determine whether company and employee goals are ultimately being met. Every workplace should work to develop their employees, learn what their assets are, and use them to their highest potential. Need help? Employee dashboards can be just the solution you were searching.
What is an Employee Dashboard?
An employee dashboard is a data visualization tool that lets HR professionals view, track and analyze various key performance indicators in both the short and long term. Employee dashboards should be interactive, modern, and showcase human resources analytics and statistics. Employee dashboards should be easy to read and understand by presenting the data on a single screen.
Companies can then tailor these metrics in order to align with their goals. HR professionals use these metrics to enhance employee performance, improve recruitment strategies, and optimize workplace management. Common metrics shown are usually around health, recruiting, and safety.
What Should an Employee Dashboard Show?
Every organization should adopt an employee dashboard because everyone should have easy access to employee performance metrics. By ‘everyone’ we mean HR professionals, employees, and their managers in order to access your teams performance. This can be easily seen in any management software where every process is tracked and becomes seamlessly more actionable.
Employee dashboards can be great for assessing a workplace’s talent needs. Although dashboards definitely show employee performance statistics, the benefits of employee dashboards go above just being shared at team meetings or performance reviews. Organizations can easily miss weak spots within a company until negative consequences are shown. Utilizing an employee dashboard lets businesses easily track performance on a monthly, weekly, and even daily basis. That way, companies can spot those weak spots as soon as they arise, and take actions order to fill the gaps in human-resource.
Employee Productivity Statistics
Every employee dashboard should include employee information and statistics. More specifically, the dashboard should showcase whether employees are hitting benchmarks, employee performance, and utilization. There are so many different metrics that can be shown such as customer contacts, average task completion rates, absenteeism, logged overtime hours, contact or product quality, employee capacity, and organizations should showcase them all.
But it’s not enough just to have and acquire the data. The HR department then must analyze the metrics and find out what it means, then figure out what to do next. Numbers are just numbers until you learn to apply them to the actual situations. An example that could be exposed is employee underutilization.
Integration of training for faculty and staff can also be another solution to move them into a new role they’re more passionate about or prepare them to get promoted .Contact your teams and see if there is a common task that is difficult within that specific team. Are there shortcuts or skills that can be improved? Getting-started can increase the benefits of the daily work life as employees will learn how to be high-performing in their daily tasks and increase their employee engagement.
Employee Costs vs Revenue
Another essential metric all employee dashboards should include are employee costs and revenue. First off, it’s important to show off the company’s most recent revenue. It’s essential that employees are engaged to view the company’s success. It’s also a good idea that the revenue between weeks or months, even years be shown for employees to have a better grasp in the company’s performance.
Secondly, the amount of money an organization is spending on their employees is equally as vital. If workplaces are spending too little money, you can track if faculty and staff are due for raises, as well as investing more money in employee learning and development programs, health and wellness, or team bonding. On the flip side, if organizations are spending too much, employees are more likely to understand if they need to stop working overtime for example.
Another important metric in the workday is that all employee dashboards should include employee satisfaction metrics. This is an important indicator for employee motivation and engagement levels. Unmotivated faculty and staff are more likely to have lower productivity levels, call in sick, and have higher absenteeism levels. Create an employee satisfaction survey and post the results! It’s important to be transparent with the results and then HR professionals can see how to improve employee satisfaction.
Employee Dashboard Best Practices
Centralize your HR Data
If you’ve worked in HR in the last decade, the number of HR tools you use on a daily basis is probably growing. Even if you have a single-database HRIS that centralizes all your HR functions, it is likely you are depending on some third-party systems to help you do your job. For this reason, it is not uncommon that HR has to collect data from multiple systems in order to do reporting which can be time consuming.
The same issue applies to dashboards. If you want to present meaningful information on a dashboard from multiple systems such as payroll, a warehouse management system, an expense reporting app and an applicant tracking system you will want centralize your data first. This can be done with different data unification techniques such as utilizing a data warehouse or using a composable HR application like PeopleSpheres.
Show the Not-so-Nice Statistics
It’s also essential that employees can access the not-so-nice statistics on your employee dashboard. There are a variety of different metrics that can be considered as ‘not-so-nice’ but here are some examples. Look at absenteeism levels- maybe the average rate of absenteeism throughout the last five years and the average yearly rate. Set up an employee productivity index and showcase that as well.
Also, track the number of overtime hours worked by the faculty and staff. If there’s none, that’s a good thing but having a lot could be both good and bad. If specific employees want the overtime and the company can afford it, then that’s fine! But too much overtime equates to fatigue and a high-pressure work environment.
Lastly, make sure you personalize the dashboard view so that each user is getting information that is relevant to them. Every company is different and every role within that company is unique, so your employee dashboard should reflect that and be customizable. The KPIs shown to HR should be different than those of your operations managers and so forth.
Dashboards can also be adjusted to reflect your current business challenges and priorities. For example, if your business is going through a huge hiring rush, emphasize recruitment and onboarding KPIs. Look at the cost per hire and recruiting conversation rates. Highlight the average amount it takes to hire for different types of positions such as senior, mid-level, and entry-level employees.
If you’re a female-owned business and your employer brand is rooted in gender equality, show the female to male employee ratio. Even if you’re not female-owned, show the diversity (or lack thereof). You can then see where your talent acquisition team could take some accountability and make changes.
Employee dashboards can bring a lot of benefits to companies. Companies that are successful at leveraging their HR analytics are more likely to outperform their competition in revenue, talent strategies, and employee satisfaction. It’s crucial for employers to understand who is working in your company and how they’re doing.
An employee dashboard that focuses on talent management, employee satisfaction rates, employee metrics, revenue and costs is proven to help any business succeed. All employees will appreciate the transparency and the information it brings will be vital for HR professionals.