How do you build a culture of analytics? And, what does it mean to have a culture within an organization? How do you encourage and foster a change in culture?
In a recent webcast, Paul Lilford, Director of technology Partners at Tableau, and Karen Hsu answered these questions, and explained how digital motivation could be used to build the culture of analytics, what this new data would mean for employees as well as managers, and how to enable and sustain increased engagement between all employees within the organization. You can read the summarized recap below, and then watch the webinar on-demand.
Every company has a culture. The culture of the company is the atmosphere it has, and how people interact with each other. In modern society, we have become very connected and accustomed to receiving instant gratification. We do a quick Google search, and if we find we like the answer we accept it as truth and move on. But, in our work life we have to wait for the set-up to occur. We find that the expectations of employees are changing, and it’s the technology in our personal lives that is driving this change.
We are working in a knowledge economy. The most important asset that every organization has is their people. If you want to be a data-driven organization and work on insight, you need the subject expertise of the people within the organization to actually make that a reality. Take for example a financial report; it is not analytical until a financial analyst analyzes it and comes up with outcomes. The report does not become analytical until it gets in the hands of the right subject expert. Analytics need to be outcome based, predict the outcomes before it happens and not after the fact.
So, How do you impact the traditional analytical cultures, and move to a modern self-service approach that leverages all the knowledge workers you have in the organization?
We need to blur the line between IT and Business professionals. Traditional tools and methodology of the past have created a wedge between IT and the business, as well as language barriers in the organization. We need to spend less time debating and fighting over the reports that need to be done.
This is possibly the hardest thing to do. Unlearning muscle memory of traditional BI. Let go of the old and enable the organization to self-serve. Embrace the idea that subject expertise will work will within your domain. Everyone in the company has to be a data person. This is not an option in today’s workplace, if you are not, at some point you will become irrelevant.
If you are going to fail, fail quickly. Don’t wait months to see what results you get. See in real time what is beneficial to the business, and then scale what is working for you.
Allow collaboration and sharing within the business units within the organization. Business to finance, to HR to the analysts. Maybe one unit has the best practice that another unit can find helpful. Perhaps the HR department has the highest quality data which they can share with finance analysts, who can then analyze, saving 3 hours of preparation work.
The key base needs to create a culture of analytics revolve around this access to data, and drive at what intrinsic motivation is all about. The workplace is becoming much more digital, employees are using multiple devices to do their jobs – Laptop, mobile, tablet, etc. Digital motivation taps into every interaction point between employees and managers and taps into our need as human beings to self-actualize.
Close the gap between business and IT by recognizing common goals people have and also recognizing the different ways employees are motivated. Create a motivation program to reflect the differences and similarities.
Every person is recognized for his or her accomplishments in one place. Make it clear how their day-to-day activity matters to the organization’s larger goals. Showing what you’ve accomplished is motivation and drives the culture of analytics and belonging.
Look at breaking down the larger project into smaller bits and pieces that can be addressed. Building KPIs structured for success. Seeing the results individually and as a team, and results across the different groups of the company, confirms that you’re doing the right actions and others are doing it too.
Discussion boards, reports, and analytics help you to not only see what you have brought up and contributed but what others have taken from what you’ve shared. See positive feedback on actions they perform in the community, recognizing them for creating content.
Analytics tools such as MotivationMetrics and EngageKPI give insight to specific things in the data to look at to improve performance. You can use this data to see who is engaged, and who is not engaged within the organization.
For a more in-depth look at how to build a culture of analytics, be sure to watch the webcast on-demand, or contact a Badgeville expert if you have any questions about using Digital Motivation in your organization!