If you’ve listened to the show before, then you’re probably familiar with the 17 drivers we use to measure engagement. Each one offers a different insight into the state of your team that can create an action plan for how to improve engagement. When working to engage the diverse people groups in your organization, there are a few of these drivers that really stand out.
On this bite-size, we’re breaking down those KPIs and showing how you can use them to drive engagement. Back again are Kham Msiska, Controller at Emplify and Gabby Van Alstine, Director of People Ops at Emplify.
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[00:00:00] Hey insights, listeners Nicole here. And thanks for joining me for this week's bite-size insights, empowering people, leaders, the best in class information in 10 minutes or less. Now, before we dive in today's topic, just a reminder to please go to amplify.com/questions. That's E M P L I F y.com/questions and let us know what are your questions?
We want to know what's on your mind and what are your biggest questions as we head into 2021, that way we can make sure that we're bringing you the answers that will be the most valuable to you. All right now, if you've listened to the show before then you're probably familiar with the 17 drivers we use to measure engagement.
Each one offers a different insight into the state of your team that you can use to create an action plan for how to improve engagement. When working to engage the diverse people groups in your organization. There are a few of these drivers that really stand out. So on [00:01:00] this, bite-size, we're breaking down those KPIs and showing you how you can use them to drive engagement back again are Kham, controller at Emplify and Gabby van Alstyne, director of people ops.
It's very important. First and foremost, you just let's just measure where we are. Right. It can be good. It can be bad. Let's just understand the baseline. Once that data tells us something, we can then commit to some actions and then we can measure how it perform against them. So I like some really simple KPIs that we could use.
So the first one could be what's the breakdown between the different groups at the individual contributor level and do the same thing up the ladder, right? At a manager level, middle manager. Executive level. And you'll see that, that pyramid that you always find within organizations. So what are some things you can then do to raise the numbers at each level?
And then the second one is really around turnover, where you might have some issues with psychological [00:02:00] safety. You might see high turnover for diverse groups, because again, they feel a little out of place. Oh, there's a little too much pressure just outside of the job. So I would say those are some KPIs, simple KPIs that we can look at turnover, diverse groups, and then what's the breakdown at the different levels.
Within one thing we're looking at is the progression of diverse candidates through our recruitment file. So out of how many candidates that applied, how many have progressed throughout the cert two in their first level of a screen, the, that level of screening and looking at that to understand what's happening with diverse candidates in our pool that are qualified as the search continues because we want to improve is that number right?
Improve that number of diverse hires, committed to sharing that information with our team, because we want to understand this together. And hear how you can really lead inclusive searches that do result in successful hires or [00:03:00] candidates that we would consider diverse. We look at our engagement by gender.
We look at our engagement, diversity status. We look at that and then we'll also keep track of our tenure rate. For women, why be a woman at our company leave at one and a half years, whereas men on average at 2.5 years, what is different and not implement.
Thank you for joining this week's bite-size insights. I hope that you learned something new and a reminder to please go to emplify.com/questions and submit your feedback to me on what you want to hear.