Don’t Be Afraid of Poor Analytics

If you’ve taken any analytics or statistics courses, you’ll have been bombarded with cautions about how analytics can go wrong. For example: Random outcomes appear meaningful to the untrained eye. Small sample sizes give misleading results. Without good control groups, you can’t be sure what caused an outcome. Correlation is not causation. We could go on…

When People Analytics grows up

When People Analytics grows up it adds value. It’s so obvious that you don’t have to spend a lot of time explaining it (and if you really have to, refer to Josh Bersin’s paper “People Analytics: Here with a Vengeance“). Once CHROs have had a top-notch People Analytics shop, they can’t imagine not having one. We have…

We Wasted Ten Years Talking About Performance Ratings. The Seven Things We’ve Learned.

I can’t tell you how many meetings I’ve had talking with companies about changing their performance management process. Going back to 2015 articles were written by people like Marcus Buckingham and Ashley Goodall (both personal friends), and many others about the need to change year-end ratings, implement regular feedback practices, and reduce the power of the manager…

Are US HR professionals making the most of their people data?

This summer we launched our latest research exploring people analytics and people data; People analytics: driving business performance with people data which we developed in association with Workday. The survey looked in detail at global perspectives on people analytics practice and explored if & how people professionals are building their analytics capabilities. Using the data we have…