Why should you collect employee data?

This blog post is Part 2 of our Anxiety and Data Webinar series. On April 16th, we spoke with Liz Guthridge, founder of Connect Consulting and co-author of Leading People Through Disasters, and Dr. Jamie Madigan, Industrial-Organizational psychologist and Product Lead at LeaderAmp in our Webinar, Your People are Dealing with Anxiety. How Can You Help? 

In our previous post, we explained the difference between psychological safety and mental health. In this post, we will talk about why collecting data is important to determine if you’ve cultivated an environment of psychological safety.

Collecting data can occur in a variety of formats.

Whether it’s surveys, pulses, or focus groups, they all generate an abundance of information. If you think about it, beyond the act of gathering data, how can you make informed decisions without information about those you are making decisions for?

In response to this question, Dr. Madigan focused on the way data is collected. What’s important about collecting data, although it is often forgotten for the sake of immediate results, is measuring change. We have the greatest impact when we exercise patience to monitor longitudinal differences in our results. Collecting data is important, but becomes more and more meaningful with time.

It’s also important to remember that data can be collected in a variety of formats. If your organization is not currently making moves to collect data about their employees, Liz Guthridge suggests conducting quick and informal pulses during meetings, such as the rose and thorn exercise. Going around the room, asking everyone to share two roses or one rose and one thorn (two good things in your life right now, or one bad and one good). Although you won’t be collecting scientific data, these questions create space for employees to be able to express their concerns and challenges, establishing psychological safety in the process.

Why collect data? Because information about your employees, whether it’s an organizational survey or a sideline conversation, will always be better than having no data at all. Collecting data will transform your decision-making processes into who you are making decisions with, rather than for.

To watch Part 2 of the conversation, check out the video linked below!

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