Borrowing from the best: 5 ways data can drive employee engagement in 2025:
1.Using real-time insights to optimise engagement (sports analytics)
Sports teams thrive on their ability to analyse real-time data to make strategic decisions during games. This ability to act quickly and accurately can be applied to employee engagement within companies, using real-time insights to optimise workplace dynamics and address emerging issues before they become challenges.
How it can be applied: Tools like Microsoft Viva Insights and OfficeVibe collect passive (eg, email patterns) and active feedback (eg, pulse surveys or anonymous check-ins) to provide managers with actionable insights. Managers can then implement immediate changes, like redistributing tasks, scheduling one-on-one check-ins, or introducing focus hours to reduce burnout. By adopting the precision and immediacy of sports analytics, companies can create a workplace culture that is both dynamic and resilient, fostering a more engaged and productive workforce.
2. Creating personalised engagement through insights (digital marketing)
Marketers have mastered the art of using data to deliver the right message to the right audience at the right time. They leverage insights such as demographics, browsing behaviour, and purchasing habits to create personalised campaigns that resonate deeply with their customers. This same approach can be applied internally to drive employee engagement, helping to build trust, foster connection, and make employees feel seen and valued.
How it can be applied: Companies can start by segmenting employees based on role, location, or engagement level, and using tools like Microsoft Viva or Slack for targeted communications. These tools can also be used to collect regular feedback from employees, helping to create a feedback loop that ensures the right topics and messaging is delivered to the right audiences at the right time.
3. Engaging audiences through play (gamification)
Gamification is a powerful tool that draws on human psychology to boost engagement and motivation. Gamification satisfies key human motivators like achievement, social connection, and a sense of purpose, while keeping employees engaged through a powerful blend of challenge, reward, and feedback. Together these help create a sense of accomplishment and foster a collaborative spirit. By applying game design principles such as rewards, competition and progress tracking, companies can transform difficult or boring tasks into enjoyable and meaningful experiences.
How it can be applied: Gamification can be used in a wide range of applications – from encouraging healthy habits with game-inspired programmes to incorporating features like leader boards, badges, and point systems to reward employee engagement. Companies can even gamify professional development by turning training into interactive experiences.
4. Anticipating employee needs with predictive analytics (CX)
Customer Experience (CX) teams are masters at using predictive analytics to understand customer behaviour and pre-empt their needs. The same principles can be applied in HR, enabling companies to foresee challenges and create targeted solutions that will not only improve employee satisfaction but meet company objectives.
How it can be applied: Borrowing from customer experience (CX) strategies, HR teams can shift from reactive to proactive engagement, fostering a workplace where employees feel valued, supported, and empowered. Tools like Workday and SAP SuccessFactors incorporate predictive analytics tailored to HR needs. By analysing data such as absenteeism, productivity, and engagement surveys, HR teams can identify trends, anticipate risks like burnout or disengagement, and take pre-emptive steps – such as scheduling check-ins, offering personalized feedback training, or initiating wellness programs. Predictive models can also identify employees at risk of leaving and suggest targeted actions to retain them, ensuring a healthier and more engaged workforce.
5. Adopting an agile mindset (product development)
Adopting an agile mindset isn’t just for product developers. Agile approaches enable Internal Communications teams to adjust quickly to shifting priorities or employee needs. By applying an agile approach to Internal Communications, companies can foster a culture of adaptability and responsiveness, ensuring their strategies not only meet but anticipate the needs of the workforce.
How it can be applied: Agile internal communications requires a shift in mindset from “set-and-forget” campaigns to a more iterative and experimental approach. The goal is to actively listen, test ideas and refine strategies until they resonate with employees and drive desired behaviours. This could take the form of A/B testing, which allows IC teams to compare different communication styles or formats to determine what works best. Feedback is key to this approach. Gathering real-time input from employees through pulse surveys and quick polls enables IC teams to stay in tune with employee sentiment. By responding promptly to feedback, IC teams can address concerns, adjust messaging, or refine initiatives, much like a product developer iterates based on user reviews. Advanced analytics tools also help IC teams track the performance of their initiatives. Platforms like Workday or Microsoft Viva Insights can highlight these trends and opportunities for improvement.
Not just about the numbers
Data isn’t just about analysing the numbers, it’s about using every opportunity to listen, learn and engage. By adopting data-driven methods from other industries like sports, marketing and gaming, companies can create a workplace culture where employee engagement isn’t reactive but rather proactive and dynamic – just like their workforce.
