Research suggests that curiosity is linked to better job performance, communication and creativity just to name a few, however despite it’s clear positive impacts, it is often discouraged in organisations for fear of slowing down decision-making processes, people becoming harder to manage and disrupting the status quo. In this article, we’re going to beat the drum once again for more curiosity! And amongst people analytics professionals in particular, by looking at three aspects of curiosity that will ensure your people analytics projects deliver clear business value.

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HR needs to tell better data-driven stories because the human brain is wired for stories. The concept of storytelling with data is about finding the tension, guiding the audience through that rising tension, through the narrative arc, and then ultimately to resolution. If there is no compelling story behind the data that the audience will resonate with, the chances of them taking action as a result of your presentation are minimal. HR has not previously been a function driven by data, however, with the rise of people analytics, HR is becoming increasingly data-focused. If we are going to make that data work for us, we have to become better at telling data-driven stories.

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