NTT DATA study shows that 60% of organizations want people-centered leaders. But only 5% of employees have a coaching relationship with their leaders
In recent years, organizations from different sectors have faced unprecedented changes in the ways of working, with a predominance of remote work and a growing trend towards hybrid models. It is in this scenario that People Analytics practices are gaining importance. They allow the collection of employee data and its conversion into practical information that allows you to implement well-being and career development strategies to attract and retain the best talent on the market.
To understand this scenario, NTT DATA, a global IT services company focused on digital innovation, has just released the results of its study “People Analytics: deciphering the new digital employee behavior”, which analyzed the work patterns of 3,370 people in large and multinational companies in nine Latin American countries, including Brazil.
Credit: NTT DATA website
This new work environment requires a redefinition of the dynamics of the relationship between leaders and employees to promote a fusion between work and personal life that focuses on creating a balance that promotes well-being and maintains constant communication. The consolidation of people-centered, authentic, empathetic and flexible leadership is a priority for 60% in the organizations surveyed.
“The professional of the future has a flexible profile, who adapts to changes and innovation, seeks continuous learning, presents analytical thinking and skills to understand the world and the market in which he operates”, says Daisy Pinheiro, head of Talent and Transformation from NTT DATA Brasil. The study showed that, to attract the attention of these profiles, 80% of HR leaders consider organizational culture and positioning as a digital employer as critical factors, while 82% believe they must incorporate flexibility into the value proposition, an index that drops to 58% among those who believe they should focus on training and development.
At the same time, it is important to monitor what happens in the organization. The study identified, for example, that 25% employees work more than five hours a week outside of working hours and another 52% work between one and five hours a week. Analyzing this data allows us to understand not only how flexible a model is, but also to predict potential problems, such as employee burnout. Burnout can come from other sources, as found in the report, where 22% employees have less than 20 hours per week to concentrate, that is, periods of two or more consecutive hours without meetings.
“Correctly managing teams’ working hours is essential for a healthy and productive work environment,” says Daisy. Likewise, within the enormous challenge of generating engagement and promoting culture among remote employees, the study found that only 5% of employees have a coaching relationship with their leaders, that is, a one-to-one interaction (1: 1) of at least fifteen minutes. It was identified that 37% of employees do not dedicate a single minute a week to participate in meetings with their managers.
The research also found that:
- Organizations that are increasingly less bureaucratic and promote agile changes allow their teams to have time available in their schedule to create.
- The ultra-connection of employees with technology increases the risk of burnout.
- For 69% of employees, the preferred work model has been the hybrid, compared to only 9% who opt for the in-person model.
“People Analytics is a fundamental tool for aligning needs, understanding human capital trends for the future, understanding and meeting the expectations of new employees, planning actions consistent with new work models and improving organizational productivity and well-being of employees”, says Claudia Cornejo, Head of Talent and Transformation Americas at NTT DATA.
click here to access the complete study “People Analytics: deciphering the new digital employee behavior“.
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