A new generation of workforce analytics is helping employers gain deeper insights into their workforces and how they can be best managed to improve employee engagement and organizational performance. Nowhere is the strength of this new approach more evident than when combining what employees “say” with what they “do.”

Mercer’s approach

Our unique and innovative approach – which we call the “say/do” proposition – augments traditional methods of listening to employees (for example, through surveys and focus groups) with measures of observable actions such as staff turnover, absenteeism, performance, pay raises and promotions, as recorded in HRIS and related databases. This is a new type of evidence-based management that uses the power of statistical modeling to guide strategic decision making about which human capital policies and practices will best drive individual and team performance as well as business results. The result is a more complete and action-oriented view of workforce dynamics than either the “say” or “do” methodologies can provide alone.