This challenge is designed to build on the concepts from the preceding sections. The aim is to provide you with a framework to assess the experiences your organization is currently investing in and could invest in, in the future.
![[Note]](../css/image/note.png)
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Note |
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The examples provided in this challenge are based on an organization that is investing in the early stages of understanding its Employee Experience. |
Thinking about your organization, or any organization you have experience with, list the following information:
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5 types of Operational data that your organization currently collects.
Example- Employee Tenure
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5 types of Experience data that your organization currently collects.
Example- Overall Employee Satisfaction
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5 types of Experience data that your organization should consider measuring in the future.
Example- Employee expectations for new hire training
Next, consider the X and O-Data you listed above. Answer the following questions for your organization:
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What are the different ways you can overlay the X and O components to identify relationships with this data? List three.
Example - Analyze Employee Satisfaction (X Data) score broken down by Employee Tenure and Employee Training Expectations (O-data).
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For each of the items identified in step 1, write out a potential insight you can gain from this analysis.
Example - Employees early in their journey may have higher expectations of training. You may learn that you are not meeting these expectations in certain categories of new hire training.
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For each of the insights, you identified in step 2, write out a potential action your organization can take to improve the stakeholder experience.
Example - Review the current training programs with new employees to improve the satisfaction for problematic categories for future employees.