People Analytics: An Exercise Routine
As we near the start of 2024, this is the time of the year when New Year’s resolutions are made, and goals for the next twelve months are often set. Inspired by an overheard conversation this weekend, I want to share why driving the People Analytics agenda in a modern-day organization is like going to the gym and exercising.
Ok, back to the main topic: the conversation I accidentally overheard was regarding how the process of going to the gym sucks, but the feeling afterward is exhilarating, and the long-term health benefits are worth it. The thought that popped into my head then was: hmm, it sounds like doing People Analytics. Here’s why:
Aspiration, Reality, and Milestones
In life: Social media health and wellness influencers serve as inspiration for our well-being and exercise goals. Our realities often present us with obstacles, such as time and resource constraints, that prevent us from achieving our inspirational state. Instead of breaking down our definition of success into smaller milestones (e.g., do 5 push-ups today), we might give up altogether.
In work: We identify best practice/best-of-breed organizations doing incredible work as targets for our People Analytics goals. Our great plans are soon met with organizational change resistance, budget constraints, etc. Instead of identifying smaller milestone wins, we give up, return to how we have always done things, and tell ourselves that we tried.
Something to think about: Just like how not all of us can/want to be wellness influencers, not every organization has to be a best-practice organization. Think about which aspects of People Analytics are essential to you (e.g., the data science, the storytelling, the research, etc.), focus on those, and plan your journey with smaller milestones in mind. Building a People Analytics function is like doing 100 pushups in one go; it doesn’t happen overnight and takes time.
The Journey Sucks
In life: Ignore this part if you are the rare gem of a person who thoroughly enjoys the process of exercising. For the rest of us: can we please talk about how crappy the inability to catch our breath during exercise, the muscle aches after exercises, and the dread towards the thought of going back the next day are?
In work: Your approach and methodology might get questioned, your stakeholders might want to sit back and do nothing, and your organization may not want to change how they do things even if your numbers and data prove otherwise. The journey can suck sometimes, and there will be days when you don’t want to go back and do it all over again.
Something to think about: Figure out why you are doing this before you start. Not just for the business, the greater good of people, etc., but also why you as an individual want to take this on. Building People Analytics and driving the Future of Work agenda takes grit, and it’s hard to have grit when you’re not intrinsically motivated.
We All Have Limitations
In life: clicking knees, sciatica, limited range of motion, etc., are all reasons people modify exercise routines. The goal is never to mirror what you see in an exercise 100% of the time but to ensure you are doing the exercise and achieving results within your capabilities.
In work: we work with the resources and limitations we are given, and I can guarantee that no two analytics practitioners are handed the same set of resources. Your goal should not be to mirror what other organizations have done but rather figure out something that works for you toward your end goal.
Something to think about: There is not a predefined path for People Analytics. As practitioners, we should normalize modifications to the analytical process and approach to meet organizations where they are in the journey rather than bending their will to do something they are uncomfortable doing.
The Start is Never Pretty
In life: Think about your form when you first tried a new exercise. At least for me, there is no elegance or prettiness in it. I am focused on getting my brain to connect with whatever is happening and ensuring I don’t get hurt in the process.
In work: Your first People Analytics product will not be your best (or even remotely close). The critical thing to focus on is modeling and practicing the organizational behavior you want to see around analytics (e.g., hypothesis-driven thinking, curiosity instead of judgment towards the data, etc.).
Something to think about: Don’t define good as near perfection. Define good as you tried, you did better today than yesterday, and you showed up.
Overnight Success Doesn’t Exist
In life: Health and wellness routines don’t happen with the snap of a finger. They take time and discipline to build.
In work: It takes time to build people Analytics functions and practices. It could take more time to indoctrinate a data-driven culture across your organization.
Something to think about: There will be a time gap between when you put in the effort and when the results are noticed. Understand your tolerance for the time gap, what influence you have in shortening that time gap, and most importantly, how you can keep yourself focused during that time gap.