Why data analytics will be vital in the hybrid working arena

A quick look at the Forbes Global 2000 will tell you that not many businesses stand the test of time. To endure throughout the ages, organizations must regularly adapt and reinvent themselves to keep up with new developments. Never has this received wisdom been more apt than throughout the COVID-19 pandemic, where many businesses have had to adjust their offerings and operations to stay relevant in the remote climate.

In the aftermath of the pandemic, this sentiment will continue to be vital. Indeed, as vaccination rates climb, and nations worldwide begin to ease their lockdowns and restrictions, many governments will be scrapping their ‘work from home’ guidelines. That said, this doesn’t mean companies plan to return to their old ways. As such, decision-makers will require a plan of action to make the decisions necessary to keep up with new trends.

In my view, data analytics should be imperative to informing any transformational changes. After all, without data, any business idea exists only in the abstract, without any sufficient proof of concept, or promise of success. Bolstered by figures and insights, however, organizations have a better chance of realizing their goals. This is a sentiment business leaders seem to acknowledge — according to a recent survey from Soffos.ai, the majority (52 percent) of UK firms plan to up their investment in data analytics tools in the coming year.

With this in mind, what do decision-makers need to know about actionable business intelligence?

Data should work from the inside, out

All successful organizations will put people at the heart of their data strategy, and as such, it is important that change is led by the learning leaders responsible for upskilling the workforce and preparing employees for the future of work. Utilizing granular insights to tailor training initiatives will not only ensure that staff are being developed with their specific requirements in mind, but it will also enable a data-driven mentality to trickle through the business more generally.

For example, businesses should look to adopt technologies which put sophisticated learning management systems (LMS) to good work. Doing so will allow them to gain a comprehensive view of what individual staff members need to know to perform their roles well and clarify any knowledge gaps within teams. Based on regular participation in online training activities, these systems should be able to inform administrators as to which specific questions and tasks employees and departments found the most difficult, any areas of particular strength, as well as how often individuals are engaging with materials.

From there, learning leaders can harness the insights gained to tailor future schemes. If a particular sales employee was struggling to remember the USPs of a particular product, and training was provided with little effect on the company’s sales number, then a manager would likely be able to conclude that this training scheme needs more work.