Metrics Archives - MConnected Communications

Where to Start – Metrics for Everything?

By | HRevolution, Metrics | No Comments

Perhaps that adds to the overwhelm, but instead, it should open your eyes to the opportunity around you. There isn’t a perfect starting place with HR metrics. There’s isn’t a “best practice” that is the absolute answer.

But there are metrics to be found, created and tracked, for every single activity you do.

(Ahem, don’t try and start tracking them all at once, or your entire world will be all about the metrics, forgetting about the work. But I digress…)

I have a few reliable standards, that I suggest you start with – or at least start thinking about first. Mostly because they are the easiest metrics to start with AND they are easiest metrics to start creating impactful change around. But these are suggestions. Remember that what makes HR metrics work, is the uniqueness of them, specific to your business and practice.

Get Started with HR Metrics Here…

#1: Email Communications

It’s probably no surprise to you that I think tracking metrics around every single employee-facing email communication you send out, is a great place to start. Yes, I am a bit biased since I’m a communicator, BUT, it is also the most direct contact you have with your employees… thus, being capable of creating the biggest impact to the work you do in HR. Read More

3 Rules for the Content of Your HR Dashboard

By | Future of HR, Metrics | No Comments

HR Dashboards have been a key tool for HR professionals across various departments for a few years now. I remember working on my first one in 2008-ish, and it looked like this.

Not exactly pretty – but at the time, it did the job. It summarized all of the “important” HR data into one document to be shared with the C-suite. Only to be ignored by each leader, and frankly, never being looked at or discussed after the 10 minute presentation in the boardroom (if we were lucky to fit it in each month).

Dashboards can have significant value for HR, like they do for other departments, but HR is doing dashboards “wrong” for the most part. It’s not our fault, but it does provide us with an opportunity to create more meaningful visualizations going forward.

Most of us are familiar with dashboards that mimic our favorite HR tools, reports or something we’ve “always” used in the past. Does this look familiar?

While at first glance it may seem impressive – colors, circle charts, lots and lots of data, at the end of the day, this dashboard holds exactly zero value to US and more importantly, to the leaders we want to share them with. The whole point of your HR Dashboard is to highlight/showcase how HR is supporting the business’ goals – what you’re doing each day to drive results to the bottom line. Read More

Our Employees Aren’t Taking Action!

By | Metrics | No Comments

Why aren’t our employees taking action? Why do we have to send a million emails about our annual performance review process, when it happens every year? Why does HR always have to be the bad guys?

Sound familiar?

Remember back in the day, or even just five years ago, when HR would say “do this” and our employees would simply comply? Perhaps it used to be easier to have our employees take action because HR was so feared or so misunderstood, that no one wanted to tick us off. Does that feel like forever ago?

As our workforce and those in charge of our workforce, changes, you’ve probably learned the hard way that your employees have changed as well. And the way they are motivated to take deliberate action, has changed dramatically.

While HR may still be feared and people are jumping out of your way when you’re walking down the halls, those same people have stopped listening to you – and what you want them to do.

In 2010 I headed up a project to get 100% completion of signed employee performance reviews – done by paper for all global employees, all 8,000 of them. One hundred percent! And we achieved it – which didn’t seem like a jaw-dropping goal with our communications plan centering around, sending a total of three emails.

Can you even fathom a goal like this today? Hopefully you won’t still be using paper forms, so perhaps part of the process would be easier, but even so – the amount of effort it would take to get all of your employees, worldwide, to signed and “complete” their performance reviews (and then ensure that it was done), seems insurmountable. How many emails would need to be sent? How else can we “yell” at our employees to get them to take action? And so on Read More

Are you ready for the future of HR?

By | Future of HR, Metrics | 2 Comments

Now that we know what HR should leave behind in 2016, how do we start building the capabilities of HR for the future and stop the HR hamster wheel of madness?

Human Resources is a department that is rapidly changing – with opportunities and possibilities beyond imagine, when comparing HR of the past with what is possible in HR’s future. As an HR professional, you sit on the precipice of moving HR into the future – with more opportunity, resources, technology, and skills than ever before. Knowing which ones are most critical in the future of HR landscape will help propel your career further and provide you with a deep sense of meaning and accomplishment in your life.

The future of HR needs three critical skills to continue the journey from “personnel department” to “getting a seat at the table” to ultimately, being an HR profit center and delivering results to the business. Are you ready to heed the call?

Read More

The HR Hamster Wheel

By | Future of HR, Metrics | One Comment

As we start 2017, you’re probably starting off exactly where you left off – with maybe a little more rest and a feeling of rejuvenation… until you hit 3pm and realize your break has been long forgotten. HR doesn’t stop, even when we want it to.

But isn’t it so… exhausting to realize you’ve stepped into the exact same “thing” as you did when you started 2016? It’s like a never-ending hamster wheel – it’s January, time for us to start the Performance Review process… so we can then move into Merit Reviews followed by {enter your next HR program}.

It’s plug-and-play HR. And it’s the standard nowadays, really. Most of our HR leaders have hit “their stride” with providing expected and consistent HR programs and updates, that leaders outside of HR are now accustomed to. It only took us 25 years to get here, but now that we’re here, we’ve officially fallen into our next rut.

And you’ve been swallowed up by the same rut, right alongside your HR department.

Delivering the same HR programs, support, messaging, and updates that you’ve done in the past. Maybe incorporating some lessons from last year. Maybe adding a new channel or option for communication. Maybe to a different audience. But as a whole, your HR work has become stagnant.

Your own HR career and skillset has become stagnant right along with your department.

{GASP} Read More

What Should HR Leave Behind in 2016?

By | Employee Communications, Metrics | 2 Comments

One of my brilliant friends and mentors, Pam Slim, asked and then wrote a fantastic post about, “What are we going to leave behind in 2016?” The premise was that when we look at year-end activities and planning, we’re so focused on what we are going to do in the upcoming year, that we forget to leave behind things that didn’t work for us this year. And while it’s a genius reflection for your personal life, it’s also a great question to ask your HR team.

What is (or should) HR leave behind in 2016?

After talking to many of you this past year, the list of what HR should leave behind would be quite long. Ahem, traditional performance reviews would likely be at the top of that list with several “plug-and-play” HR programs and activities.

I wish I could wave a wand and grant you that wish. But for most of us, especially those in larger corporate roles, that’s easier said than done.

BUT, that doesn’t mean that this question of what should be left behind isn’t a critically important question for you to ask yourself and your HR team. Because your HR business is more than just corporate-driven annual activities – and there are definitely things on a day-to-day business, that needs re-evaluating. Read More

Uncover the HR Metrics You’re Ignoring

By | Metrics | 5 Comments

The majority of HR professionals are in positions of leadership, but not necessarily power or decision-making. Sound familiar? Many of the BIG decisions or conversations, tend to happen behind closed doors among senior HR leaders.

And likely, you’re not a part of those conversations or they haven’t asked you for your input.

So what can you actually do to move the HR organization forward? To drive the future of HR at your company, from a mid-level or heck, entry-level role?

The answer may surprise you: LOTS. In fact, you may be more effective at driving change from within the organization that from the top-down. We all know how “effective” communication cascades are.

While you may not be able to invest in the piece of HR metrics software that you’re salivating over through #HRTech tweets, you can start using and uncovering HR metrics that you’re currently ignoring.

Questions, Questions, Questions

One of the easiest ways for you to identify opportunities is through listening – and it can also uncover important HR metrics. How many times do you send out an email explaining the entire detailed process about how to complete performance management (or merit processing or updating an address…) and you still get a flurry of questions. Read More

Are You Being Seduced by Powerful HR Metrics?

By | Metrics | No Comments

HR metrics can be sexy, but it all depends on how you’re being seduced into using them. A recent article in the Analytics world jarred me to attention. It asked, “Are you being seduced by powerful analytics applied to a narrow question?”

Hmmm… why yes, I believe almost all HR organizations who use big data/analytics solutions, are being seduced too narrowly. And it’s not the fault of the solution provider – in fact, they’re likely doing a great job at delivering exactly what you’re asking for. But they can’t determine if the right questions are being asked and if the right metrics are being tracked.

That’s up to you – the HR people who sit among the business. Who know the important company goals and the triggers that drive the company’s success forward. Big analytics solutions can’t deliver that for you.

This is where most companies go wrong when they hire a “solution.” There’s no human interpretation of what is needed and what makes sense for your specific and unique organization. Instead of understanding what you need to know to make better informed people-related decisions, you’re simply looking at the data… or worse, hoping the data will tell you what to do.

For example, a client of ours that happens to be a very large Fortune 500 organization, has a big data software solution in place for HR metrics. And they look at the data each month, they share it across the various HR organizations, but there is almost nothing actionable in the data they receive. They have the typical tracking information – turnover rates, cost per hire, time to fill, engagement, and so on. But none of those “typical” metrics are related to the initiatives of the organization. So instead of using the data to implement change, or introduce solutions, or “HR” effectively, they are left looking at numbers that aren’t able to inform their behaviors.

Their data is focused too narrowly. And not specifically. Read More

Your Intranet: Using HR Metrics to Drive Your User Experience

By | Employee Communications, Intranet, Metrics | No Comments

Your intranet can be a powerful tool to reach your employees – especially if you’ve gotten back to the basics. But your intranet can be so much more than it currently is for you. Just like any other HR-related program, your HR metrics should be used to drive deeper engagement and a better employee experience.

What the Goal?

Hopefully you’ve answered the three most important questions about your intranet leading to: knowing exactly what the goal of your intranet is (and should be). With a concrete goal, you will then be able to build the correct HR metrics around your goal to drive change and behaviors.

For intranets, it doesn’t work the other way around – you must come up with your desired outcomes first, then start tracking to ensure you’re meeting them.

Metric 1: Who and How Long

Intranet metrics are going to look and feel a bit different than the HR metrics you’re used to tracking. But sometimes, that makes them even easier to evaluate.

The first metric you want to track is who is actually coming to your intranet and how long they’re staying – and how it matches your desired population and activities.

I know this sounds like two metrics, and it is – but when you evaluate them together, you get a better sense of who you’re serving and how well you’re doing it. You want the right people coming to your site and then taking the desired actions you want them to take – by looking at who’s coming and how long they’re staying, you will be able to make objective decisions as to what needs to be changed or remain the same to drive behaviors.

Metric 2: Where’s the Heat?

Heat mapping is a real thing – and a metric you should install on your intranet immediately if available. Note: this is widely available for sites created on many platforms except… SharePoint. If you’re on SharePoint – don’t fret. This is a great metric to have, but you can use document statistics and site statistics to create your own “heat.”

Heat mapping metrics shows where people actually touch/click on your site – and shows you in varying colors, where the hottest parts of your site are, and where the no-touch-zones are. And trust me – it’s never aligned with what you “think” it should be.

Heat maps are critical to help you understand the user experience – where they’re most frequently going, what is being ignored (and if it ignored, can it be removed?), and which parts of your website need a redesign.

Metric 3: Conversion Rates

Wait, what? Conversion rates… I just went fully into online marketing speak. Conversion rates mean how many people take the desired action you want them to take on your site. This can be a sign-up to your newsletter, clicking on a specific button or page, opening up a specific link, “finding” a special page, and so on.

You want to track how many people visit compared to how many people do what you want them to. This will help you evaluate if your call to action (CTA) is in the appropriate spot, have the right language, is within the user’s line of sight, and how compelling your CTA is.

Conversion rates will be different for each CTA you create – the higher the rate, the better job you and your intranet is doing to create the right conversations.

If you’re ready to learn more about what you can do with your intranet without hiring a coder, join us for our free webinar.

Big Data’s Scorecard

By | Metrics | One Comment

For a few years now, we’ve been hearing that data – “Big Data” – is going to be a major competitive advantage in many different industries and in each department within a company. There are a couple of fraught issues with this… check out this article from CIO Magazine: “Executives value data, but have no idea what to do with it” as one example. In general, the idea makes sense. If we truly believe that 90% of the world’s data has been generated since 2011, it would be logical for companies (and departments within companies) to be competing on it.

HR isn’t quite there yet, unfortunately.

Now, I know where you think this is headed. We’re going to list a bunch of metrics, potentially about hiring and recruiting and employee churn, and tell you to get going and track them! Empower yourself! Get your seat at the table!

In fact, no. We’re not going to do that… instead, let’s talk about why this is the case.

Why are metrics important to HR?

There’s a series of documented research around the lack of clear priority in most organizations. Almost regardless of where you work, you’ve probably had some complaint about the communication between different channels/silos. One of the most effective ways to get out of a “priority vacuum” is to clearly understand what exactly you’re doing and how it’s going. Read More