Wednesday, June 11, 2014

HR Metrics Can be as Simple as Asking the Right Questions


I bet many of you thought I had fallen off a cliff or got hit by a bus.  I took quite a lengthy writing hiatus.  I just got to the point where I felt I was repeating myself.  I was not looking forward to Monday mornings when, "I had to get my blog out."  So, I took a break.

So let me catch you up on the last two months:

Well that about does it...you are all caught up.  

So, as I think about the last few months with my HR hat on, I have had many questions on getting started with metrics.  The question makes me happy and concerned at the same time.  Happy that I am asked the question.  Concerned that I am STILL BEING ASKED the question.  We are way passed getting started on metrics.  We should be using metrics, making decisions based on metrics and delivering insights to our leadership team.  

So my best answer to the question on getting started is taking the Nike approach...just do it.  I really thing it begins by asking the right questions in your organizations.  Think about what the most pressing issues are today that your leadership is facing.  Is it growth, rising costs, competition, expansion, product differentiation or market share?  After you've identified the most pressing issue, start asking questions to right people on that subject.  So for example, if growth is the goal, what questions can you ask pertaining to growth?
  • What are our growth targets?
  • What have our sales been in the last five years?
  • Are we on target to make those goals?
  • If not, WHY?
  • If yes, how do we sustain that momentum?
Trust me, if you as an HR professional and you start asking questions like those above, leadership will think differently about HR.  We talk about being more consultative in HR in order to work with our line managers to solve business problems.  One key component of being consultative is the art and science of asking good questions.  Sometimes I hear pushback like, "leadership might think I don't understand their business if I ask those questions."  I think the opposite, you CAN'T understand their business if you DON'T ask the questions.  

Lets say that in the answers to the questions above you find out that sales aren't on target and the reason cited from the sales manager is that turnover in the sales department has been trending upward.  BINGO!  What a great opportunity to use data that you already have in HR to solve a business issue.  

I would start trying to get to the root cause of turnover by looking at engagement and exit interview data.  I would then look at what drives results for those salespeople by analyzing performance data, sales data and engagement data to uncover what needs to stop happening and what need to continue happening as far as salespeople are concerned.  

It's really that easy.  I am sure you are wondering about the analysis and the math part.  That tends to make folks nervous.  If you don't have the talent in-house HIRE someone.  It's worth it!

4 comments:

liz@charleysconcrete.com said...

Glad you are back! Congrats on the weight loss and getting your son to 21!

Cathy Missildine said...

Thanks Liz for reading....

Erika said...

Metrics are such an integral part of HR, and this is a great blog post that supports that. Tracking metrics to see how a company is (or gasp, isn't) growing is essential to the company succeeding and thriving.

"ASKING GOOD QUESTIONS..." I love that. Asking good questions and really delving into the answers can be a game changer.

cheers,
Erika

Cathy Missildine said...

Thanks Erika for reading!