Lets Protect Employee Privacy

Good People Analytics

In today’s highly competitive business environment, companies are seeking ways to improve their performance and gain a competitive edge. A key component of achieving this is by understanding their employees better, and this is where people analytics comes in. People analytics is the process of analyzing employee data to gain insights into the workforce and improve overall employee experience and engagement. One method that companies can use to gain insights into their employees is by using passive listening software, such as TruPulse. 

Passive Listening

The use of passive listening software can provide valuable insights into employee communication patterns, sentiment, and overall morale. By analyzing employee communications, companies can gain insights into what motivates and engages their employees, as well as identifying areas where employees are dissatisfied. This can help companies to improve the overall employee experience, leading to increased engagement and job satisfaction, which, in turn, can reduce employee turnover and increase retention.

Employee engagement and experience are critical factors in driving business success. Engaged employees are more productive, more innovative, and more likely to stay with the company long-term. Conversely, disengaged employees are more likely to leave, leading to increased costs associated with turnover and loss of productivity. A study by Gallup found that highly engaged teams are 21% more productive than their less-engaged counterparts, while another study found that disengaged employees cost companies between $450-$550 billion each year in the US alone. It is clear that understanding and improving employee engagement and experience is critical to business success.

To improve employee engagement and experience, companies need to listen to their employees, and one way to do this is by analyzing employee communications. Passive listening software, such as TruPulse, can provide insights into employee sentiment, communication patterns, and overall job satisfaction. By analyzing these communications, companies can identify areas where employees are dissatisfied, as well as areas where they are engaged and motivated. This can help companies to identify ways to improve the employee experience and increase engagement.

De-Identifying Means Privacy

It is important to de-identify employee communications before analyzing them to protect individual privacy. In the case of surveys, emails or chat communications, this would mean stripping out any personally identifiable details about the employee such as name, email address or phone number before analyzing any communications or feedback. By removing these personal identifiers, employee privacy can be protected. This does not mean that no characteristics or attributes should be linked to the insights generated. A company that wants to analyze data by demographic group, work location, length of service or job function can add in this type of meta-data to the analysis to ensure that they can measure if the company is providing the same level of workplace experience to each of its employee groups without ever seeing which employee said what.

Why Protect Employee Privacy?

First, it is essential to respect employee privacy. While employee communications can provide valuable insights into the workforce, it is essential to protect employee privacy so no individual feels singled out. By de-identifying employee communications, companies can protect employee privacy while still gaining valuable group level insights into the workforce.

Second, anonymizing employee communications can help to reduce the risk of bias in the analysis. When analyzing employee communications, it is important to avoid making assumptions based on individual employee identities. Anonymizing employee communications can help to reduce the risk of bias in the analysis and ensure that insights are based on objective data.

Finally, de-identifying employee communications can help to build trust between employees and management. When employees feel that their individual communications are being monitored, it can lead to a breakdown in trust. By de-identifying employee communications, companies can show that they respect employee privacy and are committed to building a culture of trust and transparency.

Help Build a Better Workplace!

Companies seeking to improve their performance and gain a competitive edge need to understand their employees better. People analytics is a key component of achieving this, and passive listening software, such as TruPulse, can provide valuable insights into employee communication patterns, sentiment, and overall job satisfaction. However, it is crucial that these communications are de-identified before analysis to protect employee privacy, reduce the risk of bias, and build trust between employees and management. By analyzing de-identified employee communications, companies can identify areas where employees are engaged and motivated, as well as areas where they are dissatisfied. This can help companies to improve the overall employee experience, leading to increased engagement.