Balancing Act: The Role of Dashboards in People Analytics
The Society for People Analytics (SPA) recently hosted our March webinar. Held on Wednesday, March 19th – Balancing Act: The Role of Dashboards in People Analytics featured 3 panelists who shared their perspectives.
Introductions
The panel kicked off with each panelist introducing themselves.
Troy Vandenberg, Senior People Analytics Director, UnitedHealth Group – Troy shared he started his career with a degree in chemical engineering and joined the Navy as a naval nuclear power officer. After five years, he transitioned to an engineering duty officer role, focusing on submarine maintenance and repair. From there, he earned a master's degree in systems engineering. He realized he disliked his job, left the Navy and joined a military recruitment firm, eventually becoming a recruiter. Over 10 years, he worked in talent acquisition, leading manufacturing staffing and developing a talent analytics organization. In 2020, he transitioned to a people analytics career, first at a small manufacturing company and then at UnitedHealth Group, where he now leads people analytics for the enterprise.
Laura Close, Co-Founder, Included – Laura is based in Seattle, Washington also known as HQ2 for AI. She leads Included, a startup focused on purpose-built AI for specific spaces. She has a background in political campaign strategy, emphasizing building mass movements and democratization. She highlighted the importance of delivering needed information promptly and delighting users. She also shared as a serial entrepreneur, she enjoys speaking on panels.
Lydia Wu, Founder & Creator, Oops Did I Think That Out Loud - Lydia Wu is the founder and creator behind whoops, did I think that out loud, a no-nonsense source on all things HR technology. She has been in the industry for about 15 years. Her career has span consulting, being a practitioner, working in HR tech, and now working in product development at a AI startup. She uses her combined experiences to help audiences understand the impact of AI, what's going on with HR technology, and how it all makes sense in an organization's context.
The Double-Edged Sword: Potential Drawbacks of Dashboard Dependence
The panelists didn't shy away from discussing the potential pitfalls of over-relying on dashboards. Laura pointed out that they can simplify complex narratives, potentially masking crucial context within the HR data. Troy highlighted the dangers of incorrect filtering and a lack of proper governance, which can lead to flawed interpretations and ultimately, misguided decisions.
Lydia shared a compelling example from her experience in manufacturing, where an initial focus on turnover dashboards didn't drive the desired attention to retention. It was only when the conversation shifted to metrics like defect quantities and waste material – directly impacting the business – that they saw real traction in improving staff performance and reducing inefficiencies. This underscored the importance of aligning people analytics with core business objectives.
When Dashboards Shine: Stories of Positive Impact
Despite the cautions, the panelists also shared powerful stories of how dashboards, when used strategically, can significantly improve HR outcomes. Lydia recounted her experience in a high-volume manufacturing environment where dashboards played a crucial role in unifying disparate people data, fostering better upstream cohesion in HR processes.
Troy shared a compelling example from the early days of the COVID-19 pandemic in manufacturing. A simple linear model, visualized through a dashboard, helped predict and ultimately reduce the time to full staffing by optimizing the hiring process. This success, he emphasized, was rooted in a deep understanding of the business needs and proactive relationships with the HR team.
Beyond the Visuals: Understanding the Business is Key
A recurring theme throughout the webinar was the critical importance of understanding the underlying business. Troy stressed the value of HR experience or building strong consulting relationships with the people team. Laura emphasized the need for domain expertise and understanding the "internal customer" to deliver real value and drive strategic innovation.
Lydia offered practical advice: sit down with stakeholders from different departments to grasp the business problem from a broader perspective. This holistic understanding can unlock more effective solutions and lead to better, data-informed decisions.
Finding the Balance: Dashboards as Tools, Not the Destination
So, how can people analytics professionals strike the right balance between leveraging the power of dashboards and focusing on broader strategic goals? Lydia advocated for reframing HR as an integral part of the business, viewing dashboards as tools to facilitate conversations and support decision-making, rather than the ultimate deliverable. She emphasized the importance of controlling the narrative and guiding attention to the most relevant metrics and insights.
Troy suggested building a team with a blend of technical and HR expertise to foster a deep understanding of the business and provide value through consultative partnerships. He also highlighted the importance of a top-down approach, starting with a strong relationship with the CHRO to drive impactful change.
The AI Factor: Enhancing People Analytics Capabilities
The conversation also touched upon the growing role of AI in people analytics. Lydia advised teams to understand the data flow in and out of AI tools and to prioritize compliance and security. She stressed the importance of a reciprocal relationship with AI teams to ensure responsible and effective use of people data.
Laura acknowledged the potential challenges of leveraging in-house AI and ML teams, often focused on core business functions. She suggested exploring dedicated AI and ML experts specializing in HR and people analytics, who can provide purpose-built tools and solutions.
Key Takeaways and Actionable Steps
The webinar offered valuable insights and actionable steps for people analytics professionals looking to maximize their impact:
Explore purpose-built AI tools: To automate tasks and free up the team for more strategic consulting.2
Implement robust dashboard governance: To prevent misuse and misinterpretation of data.
Proactively build relationships: Align with HR and business stakeholders to understand their needs.
Incorporate cross-functional feedback: Gain a holistic understanding of business challenges.
In Conclusion:
While dashboards are undoubtedly a powerful tool in the people analytics arsenal, this webinar served as a timely reminder that they are just one piece of a much larger puzzle. True impact comes from a deep understanding of the business, strong relationships with stakeholders, strategic thinking, and the ability to move beyond the pretty pictures to uncover meaningful insights that drive real organizational change. The future of people analytics lies not just in visualizing data, but in translating it into actionable intelligence that shapes a better future for work.
Get Involved with SPA
SPA is actively seeking members to contribute to its various initiatives. If you're passionate about people analytics and want to make a difference, visit societyforpeopleanalytics.org to learn more about how you can get involved.
