Using People Data to Strengthen Calibration: A Strategic Approach for a Complex Process Calibration happens every year, and every year the same tensions show up: uneven ratings, memories driving decisions, different standards between leaders, and a lot of debate about “impact” without shared evidence. Good People data doesn’t solve all of that, but it gives the room a stable reference point. AI
2025: A Turning Point, 2026: A Year of Execution 2025 felt like a reset year. HR teams finally stopped treating data and AI as “extras” and began building them into the core of how organizations work. The shift was real: fewer buzzwords, more execution, and a clearer understanding that modern People functions need strong foundations, smart automation, and a
The Future of People Analytics: From Dashboards to Conversational Intelligence For the past decade, dashboards have been the visual centerpiece of People Analytics. They’ve given HR and business leaders a way to see trends, compare metrics, and track progress. We’ve invested countless hours designing, refining, and updating these dashboards — choosing the right colors, visual types, and filters to
Data Modeling for People Analytics: The Beginner-Friendly Deep Dive HR Teams Actually Need Most HR and People Analytics problems look like reporting problems. In reality, they’re structure problems. If your underlying data isn’t modeled well—if your systems don’t agree on who someone is, which department they’re in, or when a job change became effective—no amount of dashboard
AI for the People Function Comparing AI Tools for People Teams: What to Use, How to Use It, and Why Data Protection Comes First Introduction: AI Is Reshaping How People Teams Work From writing performance reviews to automating survey summaries, AI tools are changing the way People Teams operate. Tools like ChatGPT (OpenAI), Gemini (Google), Claude (Anthropic), and Copilot (Microsoft) are now easily accessible—and often already embedded in the platforms HR uses every
Practical Guides & Templates Future-Proofing the People Function with Automation How HR can use automation to gain time, reduce risk, and stay ahead in a fast-changing world. Introduction: The Stakes Are Rising HR teams are being asked to do more with less. More strategic work, more data-driven decisions, more personalized employee experiences—often with limited resources and increasing complexity. In
HR Tech, Systems & Platforms What to Look for in People Analytics Platforms and AI Vendors Making smart, future-ready decisions when evaluating tech for your people function. Introduction: Tools Shape Strategy The systems you choose for People Analytics don’t just support your strategy—they shape it. The right platform can help you uncover insights, automate complexity, and drive better decisions across the business. The wrong
Agile HR & Organizational Innovation Scaling Culture Without Scaling Chaos How to protect what makes your company great as you grow—without losing clarity, connection, or control. Introduction: Growth Can Dilute Culture—If You Let It Most companies start with strong cultural DNA. Small teams. High trust. Clear values. Fast decisions. But as the company grows—more people, more layers,
Agile HR & Organizational Innovation Modernizing the Employee Lifecycle Through Design Thinking How to use human-centered design to create People processes that actually work. Introduction: The Lifecycle Is Broken When It's Built for HR, Not for People Most organizations define their employee lifecycle stages—recruiting, onboarding, performance, development, exit—and then build rigid, policy-driven processes around them. These frameworks often
Agile HR & Organizational Innovation Innovation in People Experience: Moving from Feedback to Prototypes How HR can stop analyzing and start building better employee experiences. Introduction: Feedback Alone Doesn’t Drive Change Organizations spend significant time collecting employee feedback—through surveys, focus groups, exit interviews, and 1:1s. While this data is important, it often leads to long reports, generalized action plans, or vague
AI for the People Function Designing a Responsible AI Policy for the People Function Clear principles to guide ethical, effective use of AI in HR. Introduction: The Need for Guardrails AI is rapidly becoming part of how HR teams operate—from sourcing candidates to analyzing attrition risk. The opportunities are real, but so are the risks. Without clear internal policies, teams may adopt AI
AI for the People Function AI in Performance Management: Risks, Opportunities, and Guardrails Using artificial intelligence without compromising fairness, trust, or impact. Introduction: Performance Management Needs an Upgrade Performance management is one of the most important processes in any organization. It shapes compensation, development, promotions, and retention. But it’s also one of the most criticized—seen as biased, inconsistent, and disconnected from
AI for the People Function Practical Applications of AI in HR Today What’s already working—and where to focus now. Introduction: From Hype to Use Case Artificial Intelligence (AI) is reshaping how organizations operate. In HR, the conversation has moved beyond theory. We’re now in a phase where practical applications are being deployed, tested, and embedded into everyday workflows. This
Practical Guides & Templates The Role of People Analytics in Workforce Planning From static headcount charts to dynamic, data-informed talent strategies. Introduction: Workforce Planning Needs a Rethink Workforce planning has traditionally been a finance-driven exercise. HR is asked to “submit a headcount plan,” usually in spreadsheets, then plug names into roles and hope it all holds up over time. But in today’
People Analytics & Metrics in Action Democratizing People Analytics Without Losing Control How to empower the business with data—without compromising trust, quality, or governance. Introduction: The Shift Toward Data Access for All People Analytics has traditionally been handled by specialists—analysts, HRBPs, or centralized COEs. But that model is shifting. More teams are asking for access. Leaders want real-time dashboards. Managers
Practical Guides & Templates Designing Scalable People Processes Simple. Repeatable. Built to grow with your business. Introduction: Scale Is Not About Size—It’s About Fit Over Time People processes that work for 50 employees often break at 150. What feels “just enough” early on—like asking HR for every job title change or managing onboarding via email—
Agile HR & Organizational Innovation Building a Self-Service Culture in HR Empower people. Reduce operational load. Build trust. Introduction: Why Self-Service Is Not a Shortcut—It’s a Strategy In many HR teams, the volume of daily questions is relentless: “How do I submit PTO?” “Where’s the onboarding checklist?” “Can I get a copy of my last performance review?” “Who
Agile HR & Organizational Innovation The HR Data Operating Model: Centralized, Embedded, or Hybrid? How to structure People Analytics for scale, impact, and alignment with the business. Introduction: Why the Way You Organize People Data Work Matters It’s no longer enough to “do analytics.” Organizations today expect People teams to deliver insights that are fast, accurate, and actionable. But many HR teams struggle—
Practical Guides & Templates Operationalizing People Team Knowledge How to turn what we “know” into what everyone can use. Introduction: Why This Matters Every People team holds a large amount of critical knowledge. Some of it is documented. Most of it lives in conversations, Slack threads, personal notes, and people’s heads. We know how to onboard someone,
Practical Guides & Templates Creating a Central Repository for People Processes and Documentation A strategic foundation for consistency, clarity, and scale. Introduction: Why This Matters Now As organizations grow, they naturally become more complex. Teams expand. New tools are introduced. Policies evolve. Roles shift. And in the middle of it all, the People function is expected to enable smooth operations, consistent employee experiences,
People Analytics & Metrics in Action Leveraging People Data During Transformations Use what you know to make change smarter, faster, and less painful. Why People Data Matters in Transformations Every transformation—whether it’s a reorg, a system migration, a cost-cutting plan, or a shift in strategy—relies on people. And yet, many transformations are driven by financial models or operational
People Analytics & Metrics in Action HR Is Not Tetris: Everything Won’t Fit Perfectly And the sooner we accept that, the better we can lead. In Tetris, every block has a clear shape and a perfect place. You rotate, move, and slot it in just right. When the row fills, it disappears, and you make space for more. There’s a rhythm, a clean
Practical Guides & Templates How Long Should Your Engagement and Pulse Surveys Be? Getting the length right helps you get better data—and more of it. Why Survey Length Matters When employees open a survey, they’re giving you a moment of their time—and their trust. That moment can lead to powerful insights, but only if the survey is designed well. Length
People Analytics & Metrics in Action Stop Wasting Your Employee Data: Use What You Ask For Every time we collect information from employees—whether it's through surveys, onboarding forms, or performance reviews—we’re asking for their time, their trust, and their input. That has value. But what happens when we ask for data we never use? Or when we miss opportunities to act
Practical Guides & Templates What Happens After the Engagement Survey? Turning Insights Into Action Employee surveys are only as powerful as what happens next. Collecting feedback without follow-through doesn’t just waste time—it creates distrust. People want to be heard, but more importantly, they want to see their voice reflected in real action. When surveys become annual routines with little visible change, engagement
