According to the HR Acuity Employee Relations Benchmark Study, a clear data-driven approach to managing employee issues is vital, as a lack of proper systems can lead to legal, financial and reputational risks. In this article, we will explain how better tracking can lead to fairer, safer and more effective workplaces.
No process, big problems
When companies do not have a reliable and formal way to track employee issues, they end up missing the full picture of what is happening inside their organisation. Without proper data, leaders might not notice if one manager keeps getting complaints, or if one department has more problems than others. They will also not know which issues, like bullying or discrimination, happen most often or how many complaints are actually true.
This makes it hard to fix the real problem as companies may only deal with each issue as it comes up, missing bigger patterns. As a result, problems continue, employees lose trust and more staff may leave. Therefore, if companies do not collect this information, they have no clear way to measure whether their HR policies work or to show that they are handling issues fairly. Over time, this can damage the company’s culture, open it up to legal risks, and make it more likely that underlying issues will go unnoticed and problems will keep happening.
The risk of ignoring the data
A lack of clear internal processes is not just inconvenient for staff. It increases risk for the business. While most employers recognise the value of strong employee relations, many still overlook the importance of tracking the details of each employee relations issue, such as harassment or discrimination complaints. This means they often do not know how frequently they have complaints about specific problems, making it hard to spot patterns or understand the full situation. Without proper tracking and documentation, it is almost impossible to take proactive steps to address these problems. At a time when employees appear to be more informed, more empowered and more likely to raise formal concerns, this lack of clarity can quickly lead to liability.
Why a data-driven employee relations function matters
Insights from the HR Acuity report suggest a practical solution: by regularly tracking key data like the number of cases, types of issues and resolution times, organisations can better understand workplace culture and risks. This will lead to having the right information to make informed decisions.
Companies with clear investigation procedures can go further by checking how often concerns are valid, linking employee relations data with wider HR insights, and using this information to improve policies and training. This builds accountability, a workplace where staff feel valued and, critically, reduces risk. Simply reacting to issues as they come up only addresses the symptoms. Lasting improvements require better data and a proactive approach.
Start small but start now
If your organisation is just beginning to track employee relations data, you do not need to dive in all at once. The key is simply to get started. Begin by focusing on a few meaningful areas, such as how many cases arise, how long they take to resolve and what types of concerns are being reported. Even using basic tools like spreadsheets is fine at first. The priority is to start collecting useful information.
What is clear from the research is that poor-quality data can be just as harmful as having no data at all. If your goal is to create a fair, transparent and trusted workplace, it is essential to understand what your people are experiencing, and to have evidence that issues are being handled properly and consistently.
A practical way to get started is by focusing on a few simple indicators. For example, how many people are resigning, how often staff are off sick and how frequently formal complaints are raised. These early insights can help build a clearer picture of what is really going on.
Collecting data on its own will not create change. To really make an impact, it is just as important to ensure managers are supported and trained to act on what they see. They need to feel confident in spotting concerns early and knowing the right steps to take. When employers have strong systems in place, such as clear data, straightforward processes and open communication, even small steps can lead to real progress. This kind of approach helps stop problems from escalating and encourages a healthier, more supportive workplace with fewer potential claims.
Comments Not having a clear way to manage employee relations can lead to ongoing workplace issues. It is, therefore, time to move away from viewing employee relations as just an admin task. Instead, it should be seen as a key part of employers’ people strategy. A data-driven and proactive employee relations strategy builds trust, prevents bigger problems and creates a healthier, more accountable
