09 November 2021

Unlocking the Hidden C-Suite Superpower: People Analytics

Stacia Garr
Co-Founder & Principal Analyst
Priyanka Mehrotra
Research Lead

TL;DR

  • C-suite leaders, heads of HR (CHROs), and people analytics leaders must partner differently to enable significant insights that can make financial impacts

  • C-suite leaders need to invite insights and set expectations for people analytics

  • CHROs should provide visibility, context, and resources for the people analytics leaders

  • People analytics leaders need to frame ambiguity, scale insights and enable truthtelling

Agendas for boards and CEOs have never been so crowded with talent-related topics—workforce strategies and wellbeing; diversity, equity, inclusion, and belonging (DEIB); culture; and, corporate purpose.

Traditionally, many leaders made people decisions based on anecdotal conversations with employees and their guts. The COVID-19 pandemic has shown that this kind of approach can no longer work.

People data-based insights will help C-suite leaders manage their companies more effectively. The question, though, is: What is the role of C-suite leaders in enabling and using those insights? And what can CHROs and PA leaders do to help C-suite leaders leverage people analytics to make better decisions?

With this report, we explore:

  • What types of behaviors, approaches, and questions should C-suite leaders use to get better people-related insights?
  • What types of behaviors, approaches, and insights should CHROs and people analytics use to support C-suite leaders?
  • What types of results might leaders expect of effectively integrating people insights into critical business decisions?

The report includes a wealth of examples, useful insights from practitioners, and lists of do's and don'ts for C-suite, CHRO, and people analytics leaders.

This study is a culmination of 6 months of qualitative research which involved a literature review of more than 60 articles, interviews and conversations with more than 30 people.

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Written by

Stacia Garr Redthread Research
Stacia Garr
Co-Founder & Principal Analyst

Stacia is a Co-founder and Principal Analyst for RedThread Research and focuses on employee engagement/experience, leadership, DE&I, people analytics, and HR technology. A frequent speaker and writer, her work has been featured in Fortune, Forbes, The New York Times, and The Wall Street Journal as well as in numerous HR trade publications. She has been listed as a Top 100 influencer in HR Technology and in D&I. Stacia has an MBA from the University of California, Berkeley, and a master’s degree from the London School of Economics.

Priyanka Mehrotra

Priyanka Mehrotra is a Research Lead at RedThread Research. Before joining the company in 2018, she was part of the research team at Bersin by Deloitte where she worked on talent management, D&I, and people analytics as well as conducted research and contributed content for Bersin’s Mid-market study. Prior to Bersin by Deloitte, Priyanka worked at several non-profits, think-tanks, and international organizations where she published and co-authored several articles.

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