Identifying High Performing Employees Through Internal Communications
For this week’s blog, we are pleased to have Gene Connolly who is the founder, owner and Chief Data Enthusiast of Connolly Consultants LLC with us to share his insights on trends in internal communications; specifically, how internal communications may be a powerful tool for capturing data that can help you utilize predictive analytics to build models identifying high performers of the future.
3 Questions That the Predictive Analytics of Internal Communications Can Solve
- Is employee engagement measured by responses to internal communications, a powerful predictor of future high performers?
- How do your current high performers respond to internal communications, and do they share a similar pattern of responses among them?
- Outside of your high performer group, who else shares that same pattern of responses, and might they be your high performers of the future?
Internal communications, designed to elicit specific responses over time, may be a powerful tool for capturing data that can help you utilize predictive analytics to build models capable of predicting who will be your high performers of the future.
A predictive model built to identify future high performers without including response data gathered from internal communications may be missing an important data point, resulting in a less accurate and less powerful model. The more accurate the predictive model, the more efficiently and effectively you are able to make complex, data-driven decisions and intelligently invest resources in developing future high performers.
By incorporating internal communications data, predictive analytics can also be used to solve problems such as:
- Identify employees at risk of involuntary separation in the near future.
- Identify non-supervisory staff that may well be great supervisors down the road.
If you think about it, the approach is effectively the same one that a marketer uses to determine which prospects might be good customers in the future, based on the prospect’s responses to digital communications as compared to how good customers have responded in the past.
Predictive analytics can provide powerful decision making tools by using appropriate algorithms with clean, relevant data. A predictive model can be built that classifies an employee as likely to be a future high performer based on how they compare to your high performers today. By including data that describes how they respond to internal communications, however, it may be possible to have a more accurate and powerful model to identify and invest in your high performers of the future.
Gene Connolly has over 25 years of professional experience working in various industries and roles, and since 2013 Gene has focused his time and energy on predictive analytics. He has a unique ability to not only educate business owners on the benefits of using their “old” data in new ways, but also to design, build and deliver a proof using algorithms to create models that provide data driven guidance when faced with complex business decisions. You can contact Gene by email at [email protected], or connect with him on LinkedIn or Twitter. You can find out more about Connolly Consultants LLC and the power of data science and predictive analytics at www.connollyconsultants.com.