員工不愿意采用數(shù)據(jù)驅(qū)動的工作方法

員工不愿意采用數(shù)據(jù)驅(qū)動的工作方法

New research commissioned by analytics database Exasol finds that 63 percent of UK data decision makers experience resistance from employees in adopting data-driven methods.

分析數(shù)據(jù)庫Exasol委托進行的一項新研究發(fā)現(xiàn)，63%的英國數(shù)據(jù)決策者在采用數(shù)據(jù)驅(qū)動方法時遇到來自員工的阻力。

Key drivers of this resistance are anxiety over job redundancy if all decisions are based on data (39 percent), a lack of understanding (39 percent), and a lack of education on the positive impact data can have (36 percent).

如果所有的決定都是基于數(shù)據(jù)(39%)、缺乏理解(39%)和缺乏對數(shù)據(jù)可能產(chǎn)生的積極影響的教育(36%)，那么這種阻力的主要驅(qū)動力是對裁員的焦慮。

Based on a global survey of 2,000 data decision makers, the research also discovers that part of the problem of data acceptance lies in 40 percent of respondents admitting that data strategy is not being driven by anyone in the business. This lack of clear direction and communication about the benefits of a data-driven approach hinders employees' understanding and inhibits enterprise growth. Legacy IT infrastructures were also cited as an obstacle to democratizing data by 79 percent of respondents.

基于對全球2000名數(shù)據(jù)決策者的調(diào)查，該研究還發(fā)現(xiàn)，數(shù)據(jù)接受度的部分問題在于40%的受訪者承認，數(shù)據(jù)策略不是由業(yè)務中的任何人來驅(qū)動的。關(guān)于數(shù)據(jù)驅(qū)動方法的好處缺乏明確的方向和溝通，這阻礙了員工的理解也阻礙了企業(yè)的發(fā)展。79%的受訪者認為遺留的IT基礎(chǔ)設施也是實現(xiàn)數(shù)據(jù)民主化的障礙。

"At a time when data analytics is becoming mission-critical to businesses there is a need for organisations to have a clear data-driven strategy that all employees and stakeholders are bought into," says Helena Schwenk, market intelligence lead at Exasol. "This is the catalyst to achieving a shift in culture that a data-driven strategy demands as every employee will come to understand that rather than threaten jobs, an effective data strategy that encourages the democratisation of data, opens the door to exciting new career opportunities and progression."

Exasol的市場情報主管海倫娜?施文克(Helena Schwenk)表示:“在數(shù)據(jù)分析正成為企業(yè)關(guān)鍵任務的時代，企業(yè)有必要制定一個明確的數(shù)據(jù)驅(qū)動戰(zhàn)略，讓所有員工和利益相關(guān)者都參與其中。”“這是實現(xiàn)數(shù)據(jù)驅(qū)動戰(zhàn)略所要求的文化轉(zhuǎn)變的催化劑，因為每個員工都將逐漸認識到這一點，而不是威脅到工作。這是一種有效的數(shù)據(jù)戰(zhàn)略，鼓勵數(shù)據(jù)的民主化，為激動人心的新職業(yè)機會和進步打開了大門。”

On a more positive note, 44 percent respondents believe that a cloud model could make it easier to democratize data across an organization. Of those that have already moved data workloads to the cloud, positive impacts include faster query response times (47 percent), improved ease of access and shareability of data (42 percent) and faster development of new data applications (41 percent). Flexibility is where a hybrid cloud approach can really deliver. Sensitive workloads can stay on-premises while the public cloud can be used to manage less critical information.

更積極的一面是，44%的受訪者認為云模型可以使數(shù)據(jù)在組織內(nèi)的民主化變得更容易。在那些已經(jīng)將數(shù)據(jù)工作負載轉(zhuǎn)移到云中的應用中，積極的影響包括更快的查詢響應時間(47%)、更好的數(shù)據(jù)訪問和共享能力(42%)以及更快的新數(shù)據(jù)應用程序開發(fā)(41%)。靈活性是混合云方法真正能夠?qū)崿F(xiàn)的地方。敏感的工作負載可以留在本地，而公共云可以用來管理不那么重要的信息。