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

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

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

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

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

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

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

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

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 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

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

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

I'm incredibly excited to share that my recent article, "Why the People Team Needs to Be Deeply Involved in Finance Results", was featured by David Green in the April 2025 edition of Data Driven HR Monthly! For those who may not know, David Green is one

Most org charts are clean, tidy, and hierarchical. But real influence, collaboration, and bottlenecks don’t follow the boxes—they flow through the informal networks that connect people every day. That’s where Organizational Network Analysis (ONA) comes in. ONA helps us look beyond the job title and reporting line,

Introduction Employee engagement surveys are one of the most widely used tools to measure workplace sentiment. Leadership teams rely on engagement scores to assess morale, retention risk, and organizational culture. But a major problem arises when companies focus too much on the numbers and miss the deeper story behind employee

In today’s data-driven world, organizations are collecting vast amounts of information. From sales figures and performance metrics to customer feedback and operational data, the ability to analyze and interpret this data is crucial. However, raw data alone is often not enough to drive decisions or inspire action. This is

Succession planning is a critical process for organizations aiming to ensure leadership continuity and talent development over the long term. Traditionally, succession planning involved subjective assessments and the identification of potential leaders based on intuition and personal evaluations. However, in today’s data-driven world, organizations can leverage analytics to make

In today’s data-driven world, HR departments are increasingly turning to dashboards and data visualization tools to make sense of the vast amounts of people-related data they manage. From tracking employee performance to monitoring engagement levels and analyzing turnover rates, HR teams need powerful tools to visualize complex data sets

People Analytics (PA), also known as HR Analytics or Workforce Analytics, is the practice of using data to gain insights into human resources processes and make data-driven decisions. In today’s fast-paced business environment, organizations are increasingly recognizing the value of leveraging people data to enhance decision-making, improve employee engagement,

When it comes to People Analytics, organizations often think they need complex, enterprise-level software solutions to handle their data. However, Google Sheets (GSheet) can be more than enough to get started with People Analytics, particularly for smaller teams or those looking for an accessible and cost-effective tool. The key lies

People data plays a crucial role in making informed decisions within organizations, particularly in areas like recruitment, talent management, and employee engagement. However, no matter how advanced the tools or technologies used, people data will never be 100% accurate. There are several reasons for this inherent inaccuracy, and understanding these

When it comes to People Analytics, choosing the right data visualization and business intelligence (BI) tool is crucial to ensure that the insights you derive from your people data are actionable, accurate, and presented in a meaningful way. Two of the most widely used BI tools are Tableau and Power

Introduction Startups face unique challenges that can differ significantly from those of larger, established companies. As they grow, these companies must focus on optimizing their workforce, driving innovation, and scaling efficiently. This is where People Analytics can provide a game-changing advantage. In the fast-paced and often resource-constrained environment of a

People Analytics is a powerful field that merges data science with human resources to drive smarter decisions, optimize talent management, and improve organizational outcomes. Whether you're an HR professional, data analyst, or aspiring to enter the field, embarking on the road to People Analytics can be a transformative

People data, often referred to as employee data or workforce analytics, is a goldmine of insights that can significantly enhance decision-making, boost organizational performance, and improve the overall employee experience. The challenge for most organizations is not just collecting this data but effectively leveraging it to drive strategic outcomes. When