When we are sick, we listen to our bodies telling us we need help from a doctor, dentist or medication. When we need help with money, we go to the bank (or bank of dad/mom). When we need help at work, we should be listening to the people around us for inspiration, assistance or just nice thoughts.
“What metrics should I include in my rollout?” This is one of the most common questions we hear from people building their people analytics content.
Let’s say your organization has bought into the idea of building a people analytics capability. Great! First step is to start shopping for tools right? That was my thinking as well. Full disclosure…I’ve spent most of my career working for software companies that build and sell analytics tools.
What makes a good Analyst? Analyst is a very broad term used differently in every organization and job. But when you think of an Analyst what are the key attributes you think of? So often job descriptions and hiring managers focus only on technical skills. The ability to write kick-ass queries and wrangle data like nobody’s business.
Employee Experience (EX), it’s one of the latest buzzwords in the employee culture, engagement, and wellbeing space. EX has been credited with everything from improving shareholder value to increasing business revenue, while reducing employee turnover, and customer churn. But how does this value get quantified for business executives using metrics they appreciate?
One of the biggest challenges with any project is figuring out what steps to take to get started. If you know you need or want a people analytics capability you may already be sold on the value, but what should you focus on first? How do you build out your plan and who do you get involved? Often good ideas never get off the ground due to the overwhelming nature of the first few steps. We are here to help you out!
Big data gets a lot of attention and is a game-changer for many use cases. Big data is not really a classification of data, but is about tools and techniques used to deal with data that is high volume, is generated at a high velocity, or has a high variety in its structure.
I’ve had the good fortune of being able to partner with many large multinational organizations along their people analytics journey. A common mantra I’ve shared with my clients is there is no recipe book for guaranteed success that exists today.
Data governance. Some think of it as the Ambien of the Analytics world. Guaranteed to put most people to sleep. Let’s face it— data governance is seldom fun. It’s not sexy, it’s not a bright shiny thing, and there’s seldom an adrenaline rush. But it is OH SO necessary in Analytics.
While birthdays are usually times for celebrations, cakes, gifts, and song… today, I just want to focus on the world around us.
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