LEA’S DASHBOARD TEMPLATE
Lea's Approach to Measuring Organizational Effectiveness
Lea previously held the position of Global Director People Strategy & Analytics at Celonis. In her time with the company, she has built up analytics capabilities and successful first-use cases by building dashboards in-house. In this article, Lea shares her recommendation of how to get started and which KPIs to look at when you are getting started with People Analytics.
For many companies these days it’s crucial to look at the health of the organization and having the ability to identify patterns in their people data. People data is also business data. So having a clear picture of what an effective organization looks like and where the organization stands today is critical to achieve a healthy state which promises sustainable and profitable growth in the long run.
As a first step, Lea recommends investigating some foundation metrics every people department has access to: think of it as access to the current state of the organization. It makes sense to build some sort of dashboard to continuously and automatically allow visualization and tracking of those KPIs.
Headcount development over time
By department and region, looking at headcount changes over time including an organization’s new joiners (hires), leavers and internal movements.
Dummy visualization from peopleIX
Attrition rate deep dive
Lea suggests building an attrition dashboard around two signals:
1) Measuring voluntary vs. non-voluntary attrition to reveal triggers that may drive employee turnover.
2) Attrition rate across performance groups to identify retention issues with top performers and assess the effectiveness of performance management.
Dummy visualization from peopleIX
Dummy visualization from peopleIX
Headcount distribution (locations, layers, departments, divisions)
Keeping an eye on headcount distribution (locations, layers, departments, divisions) is always advisable to enable evidence-based decision-making on strategic elements looking ahead. Data visualization helps to understand how employees are distributed to allocate resources more efficiently and identify workforce imbalances, which strongly impact strategic planning, cost management and HR practices.
Dummy visualization from peopleIX
Dummy visualization from peopleIX
Span of control
A key measure to ensure efficient organizational operations. The span of control gives a company-specific indication of how effectively managers can supervise and support their teams.
Dummy visualization from peopleIX
Male-to-female ratio and gender pay gap
By understanding diversity, equity and inclusion metrics, Lea recommends monitoring gender diversity within the workforce to assess how inclusive and equitable the organization is and how it impacts employee satisfaction, recruiting performance and retention. It is crucial to identify gender imbalances early to prompt initiatives to address issues proactively.
Dummy visualization from peopleIX
Dummy visualization from peopleIX
Dummy visualization from peopleIX
People Analytics Approach
In Lea’s experience, having access to your organization’s people data is critical to continuously derive insights and understand what works well and where things need improvement. People departments play a strategic role in successfully shaping an organization’s design and at the same time business success, while also ensuring employees’ offerings are hitting the mark. Checking all these metrics and data points regularly is important, if trends are in line with a company’s talent strategy, diversity approach, pay strategy etc.
Having a great foundation on data across the employee lifecycle helps People departments to make a proper forecast based on these insights and to see how their organization will evolve. Lea’s advice is to always keep one core question in mind “are the metrics and forecast in line with your people strategy and business goals?”
These findings enable discussions with business stakeholders, joint brainstorm on actions and a prioritization based on impact on the business. Actions should be monitored by the business partners using their mission control centre.
If Lea needs to put her People Analytics approach into one sentence, it’s all about “creating a real value case and acting as a strategic partner to your business.”
If you want to follow Lea’s journey, feel free to connect with her via LinkedIn.
Check out how you can visualize and analyze the data points Lea mentioned using the Mission Control Center from peopleIX.
Note: Celonis is not a customer of peopleIX.
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