How to Pitch People Analytics to Non-Believers A strategic guide to earning trust, speaking business language, and showing real value People Analytics has the power to transform how organizations work—but that only happens when leaders believe in it. And often, they don’t. They may see it as too technical, too slow, or just another HR
What I Wish I Knew Before Leading My First HR Tech Project Lessons learned from the inside—what went wrong, what worked, and what I’d do differently. HR tech projects can look simple on the surface—pick a vendor, configure the tool, roll it out. But the reality is messier: missed steps, misaligned teams, unclear goals, frustrated users. Your first HR
Practical Guides & Templates Becoming a Strategic People Analyst: What Got You Here Won’t Get You There You can build dashboards. You can pull data. You know how to answer the “how many” questions. But being a strategic People Analyst means going further. It’s about driving decisions, influencing priorities, and translating complexity into clarity. This isn’t about learning another tool or certification. It’s about
How to Scale HR Innovation Without Burning Out Your Team Many HR teams—especially in startups or scaling companies—are expected to be both strategic and scrappy. One minute you’re setting OKRs, the next you’re ordering laptops or rewriting the onboarding flow. Innovation gets talked about a lot, but few acknowledge what it actually takes to do innovative
People Analytics & Metrics in Action Metrics Are Not the Culture We often say culture is our biggest asset. But in practice, many organizations act like what matters most is the dashboard. Metrics are everywhere: engagement scores, turnover rates, pulse surveys, DEI percentages, eNPS rankings. And while those numbers are helpful, they’re not the whole story—and they can’t
Agile HR & Organizational Innovation Using AI to Improve Employee Experience: What’s Real, What’s Hype “AI will transform the employee experience.” You’ve heard it. Maybe you’ve said it. And while that’s true in some areas, not every shiny tool delivers on its promise. In People teams, we can’t afford to chase hype. We need to know what’s real, what’s
Agile HR & Organizational Innovation HR Prompt Engineering: Making AI Work for People Teams AI won’t replace HR. But HR that knows how to use AI? That’s a different story. Prompt engineering is fast becoming a core skill for People teams—not just to move faster, but to think better, standardize processes, and scale expertise. When you know how to ask the
HR Tech, Systems & Platforms How to Audit Your HR Tech Stack in 30 Days You don’t need six months or a consulting firm to evaluate your HR tech stack. But you do need a structured, outcome-driven plan. A focused 30-day audit can uncover inefficiencies, surface risk, and position your team for smarter tech decisions. This is not just an operational exercise—it’s
HR Tech, Systems & Platforms Tech Isn’t the Problem. Lack of Process Is. When HR tech breaks down, we often blame the system. But most of the time, the real issue is much simpler: the lack of clear, consistent, and scalable processes. You can’t automate what you haven’t defined. Even the best tool will fail if your workflows are unclear, ownership
HR Tech, Systems & Platforms The Hidden Costs of a Bad HRIS Setup Most companies don’t realize they have a bad HRIS setup until it’s already costing them. The system works—people can log in, request PTO, maybe pull an org chart. But beneath the surface, things don’t quite add up. Job levels are inconsistent, approval chains don’t route
Clear with AI. Vague with People. Time to Fix That We’ve learned to speak clearly to AI—but we still struggle to do the same with people. That’s a leadership gap. And it’s costing time, clarity, and trust.We’ve learned to speak clearly to AI—but we still struggle to do the same with people. That’
People Analytics & Metrics in Action How to Build Trust in Your People Analytics Function You can build the best dashboards in the world—clean data, beautiful visuals, predictive models—but if people don’t trust your work, they won’t use it. Trust is what makes People Analytics useful. Without it, you’re just sharing charts no one acts on. And trust doesn’t
People Analytics & Metrics in Action Do People Really Understand Your Metrics? Why Definitions Matter We talk a lot about KPIs in HR—headcount, attrition, span of control, engagement scores. But here's the problem: we’re not always talking about the same thing. It’s easy to assume everyone understands what a metric means. But in practice, even basic terms like “headcount” or
People Analytics & Metrics in Action Why Is It So Hard to Measure in HR? Unpacking the Real Barriers Behind People Metrics—and How to Move Forward Introduction In today’s data-driven world, HR is expected to measure everything—from engagement to performance, culture to capacity, DEI to turnover. And yet, even the most forward-thinking People teams often find themselves facing the same frustrating question:
People Analytics & Metrics in Action How to Work With “Imperfect” Data—Not Around It People data is never static, never flawless, and never finished. And that’s exactly why it’s so valuable. Unlike financial data, which gets reconciled to the cent, people data is shaped by real human behavior. It evolves in real time—because people evolve in real time. And yet, HR
People Analytics & Metrics in Action From Perfection to Progress: Rethinking How We Measure in HR Why Shared Understanding Matters More Than a Single Source of Truth Introduction In my recent article, Why Is It So Hard to Measure in HR?, I explored the unique challenges our field faces when it comes to data and measurement. From messy systems to abstract outcomes, HR measurement is notoriously
Expectation vs. Reality in People Analytics People Analytics promises a smarter, data-driven HR function. But many companies jump in with unrealistic expectations. They want dashboards, predictions, and automation—without fixing the basics. Below are five common expectations compared to what actually happens when you start doing the work. 1. Expectation: We’ll run predictive models and
People Analytics Staircase Climbing the People Analytics Staircase – Step 5 Deep Dive From Insight to Influence: Operationalizing Strategic and Prescriptive People Analytics Expanded guidance based on Step 5 of Climbing the Staircase of People Analytics: Why Every Step Matters Introduction Step 5 is where People Analytics transforms. After building trust in the data, surfacing patterns, and forecasting risks, we now enter the
People Analytics Staircase Climbing the People Analytics Staircase – Step 4 Deep Dive From Analysis to Anticipation: Building a Responsible Predictive People Analytics Practice Expanded guidance based on Step 4 of Climbing the Staircase of People Analytics: Why Every Step Matters Introduction Once you’ve built a stable foundation of clean, well-governed data and a healthy descriptive analytics practice, the next logical step
People Analytics Staircase Climbing the People Analytics Staircase – Step 3 Deep Dive From Metrics to Meaning: Operationalizing Descriptive People Analytics Expanded guidance based on Step 3 of Climbing the Staircase of People Analytics: Why Every Step Matters Introduction At Step 3 of the People Analytics staircase, the work begins to visibly pay off. With clean, consistent, and well-governed data in place, we’
People Analytics Staircase Climbing the People Analytics Staircase – Step 2 Deep Dive From Chaos to Confidence: Mastering Data Quality and Governance in HR Expanded guidance based on Step 2 of Climbing the Staircase of People Analytics: Why Every Step Matters Introduction In the first step of the staircase, we focused on collecting the right data—at the right time, in the right
People Analytics Staircase Climbing the People Analytics Staircase – Step 1 Deep Dive Building Reliable Data from Day One: A Technical Guide to People Data Collection Expanded guidance based on Step 1 of Climbing the Staircase of People Analytics: Why Every Step Matters Introduction In Step 1 of the People Analytics Staircase, we discussed the importance of intentional, structured data collection as the
People Analytics Staircase Climbing the People Analytics Staircase – Step 5 Where Insight Becomes Impact: People Analytics as a Strategic Driver Part of the series Climbing the Staircase of People Analytics: Why Every Step Matters Introduction We’ve come a long way—starting with intentional data collection, shaping a culture of data quality, translating patterns through descriptive analytics, and finally exploring
People Analytics Staircase Climbing the People Analytics Staircase – Step 4 From Why to What’s Next: Entering the World of Diagnostic and Predictive Analytics Part of the series Climbing the Staircase of People Analytics: Why Every Step Matters Introduction After exploring what’s happening in the workforce through descriptive analytics, it’s only natural to ask: Why is this happening?
People Analytics Staircase Climbing the People Analytics Staircase – Step 3 The Power of Knowing What’s Happening: Descriptive Analytics Done Right Part of the series Climbing the Staircase of People Analytics: Why Every Step Matters Introduction By now, we’ve explored how intentional data collection and solid data governance create the foundation for People Analytics. We’ve laid the bricks.
