Jon Pickering, CEO of workplace data analytics firm Tiger on the role of data in identifying health industry learning and development needs.
Upskilling has a vital role to play in not only attracting top talent but creating a more productive and happier workforce. Engaged employees have the desire to drive its organisation forward, progress their individual careers, and do the best possible job overall.
There are hundreds of statistics evidencing exactly why learning and development is imperative for staff motivation and wellbeing – all of which are integral if businesses want to thrive.
Social media platform LinkedIn recently reported that 74 per cent of professionals believed that providing additional training to workforces was critical in terms of ‘rebuilding for the future’. A total of 94 per cent of personnel also revealed they’d be more inclined to stay with a company longer if it invested in upskilling opportunities.
When thinking about the healthcare sector, it’s no secret that this profession is over-stretched and under-resourced. Staff shortages are nothing new in the industry unfortunately, as individuals continue to do whatever they can to manage ongoing pressures and still remain engaged in their jobs.
Could learning and development be key to tackling some of these issues head-on? While it won’t be the only silver bullet that’s needed, if leaders can get the balance of training provision right for their teams, this could help to both attract top talent and support employees when building up their existing attributes.
One of the biggest skills a manager should possess – regardless of the trade they’re in – is the ability to make business-critical decisions swiftly so they stay ahead of the curve.
And one way to do that is by analysing their unified communications and collaboration (UC&C) data – all of which is right in front of them.
Unlocking workplace data analytics to empower employee engagement
The healthcare industry is sat on a vast amount of insight – covering everything from staff rotas and budgets to how unified communications and collaboration systems are used. The detail just needs to be unlocked and understood so staff trends can be identified quickly and used to drive effective decision making.
In the case of learning and development, workplace data analytics can provide the evidence supporting how engaged employees are, when switchboard calls are being missed, and whether teams are equipped with the tools to handle peaks in demand effectively.
Tap into this data swiftly and managers get a better picture of learning and development requirements. They can then use this insight to identify individual training needs with the view that this will further help to improve employee engagement.
As an example, in-house intelligence can pinpoint when someone is missing in meetings, if they’re logging out of calls or aren’t utilising UC&C tools at their disposal – such as video or instant messaging. Delving deeper, this insight could highlight that an individual might be struggling with workloads and motivation or require additional training to bring their skills up to speed.
Additionally, to ensure teams are well equipped to handle their organisation’s busiest times, could extra learning resources be provided to staff so they have the knowledge, expertise, and support to complete tasks quicker? Alternatively, would colleagues benefit from shadowing experienced co-workers to develop their skills more?
Understanding every strand of workplace data enables healthcare leaders to explore more training options – leading to a more engaged team that’s able to progress individual KPIs, personal development plans, and career progression ambitions. And the result? A loyal workforce that’s happier, motivated, and continuously upskilled to tackle even more challenges head-on.