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Best practices for managing employee data

It’s important to keep your employee data standardized in Small Improvements. You can use employee data to filter for specific criteria in performance review or 360 cycles. We use that data when compiling retention analytics. And you can use employee data to see trends in pulse surveys. 

But those results are only as good as the data we’re working with. You want to make sure are using the same terms for each field. Is your department called “Customer Support” or just “Support”? Is your location “San Francisco” or “San Francisco, CA”? 

Here are some best practice suggestions for managing employee data.

Restrict the updates your employees can make. You can disable profile editing, so employees can’t change their department, team, location, etc. This puts HR in charge of those administrative fields and helps keep things clean and uniform. 

Use the CSV import to update profiles in bulk. Instead of going through each employee profile to standardize data, use the CSV import. It’s a quick way to update fields with standardized information or fill in data that is missing. 

Use an HRIS. An HRIS like BambooHR or Namely, you’re all set. Employee data is managed in the HRIS; changes can be synced over automatically. You can’t make edits in Small Improvements, so there’s only one place to manage your data.

Updated on April 8, 2021

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