Cultural awareness is more essential than ever. As organisations grow and diversify, the ability to navigate cultural differences becomes a core leadership skill. This was a central theme of Day 3 at the Insight222 Global Executive Retreat (GER), where Erin Meyer, INSEAD professor and author of The Culture Map, shared valuable insights on how leaders can effectively manage and lead across cultures.
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Known for their technical and analytical skills, the people analytics function is often viewed as the "data scientists" of HR (which they are). They are often seen as the number crunchers, extracting insights from large amounts of data to inform the people and business strategy. And yes, that is an integral part of their role. However, being effective in people analytics is about more than just technical skills.
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Since 2020, Insight222 has conducted the largest study each year in the field of people analytics, culminating in the publication of our annual People Analytics Trends Report. Each year our study has grown – and 2024 is no exception!
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At our recent Insight222 Global Executive Retreat in Amsterdam, Janine Vos, Member of the Managing Board and Chief Human Resources Officer (CHRO) at Rabobank, captivated us with a keynote session on the strategic influence of the CHRO. Her remarkably transparent session emphasized the evolving role of the CHRO, and showcased how data and technology are critical drivers of success at the C-Suite level.
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From improving employee engagement and retention to predicting future workforce needs, workforce analytics has the potential to offer transformative insights that can empower HR decision-making and drive business success. Interestingly, however, when I posed the question to the above guests, I received a range of responses.
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The changing dynamics of the modern workplace have significantly transformed our approach to employee listening. Hybrid and remote working arrangements have become the norm, employee expectations continue to evolve, and technological advancements continue to augment jobs and processes. All these factors have necessitated a focus on a more attentive and responsive listening culture.
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If we look back at the history of the world of work, we will see that there have been significant changes in how organisations manage their workforce.
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When it comes to running a successful business, many organisations focus on measuring tangible metrics such as revenue, profits, and customer satisfaction. While these metrics are certainly important, they do not paint the full picture of an organisation's culture. To truly thrive, businesses must also prioritise measuring and promoting psychological safety.
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Discover how people analytics can help organisations navigate the psychological recession by improving employee well-being, reducing stress, and driving success.
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