Pro-Tip: If your Talent Analytics portfolio only includes metrics around results – you’re missing a lot.

One of the most challenging aspects of talent analytics is telling the story. Your executives love results, but they also love to ask questions, and if you’re only sharing end results with them, you’re missing out on the opportunity to either influence change or emphasize value.

Here’s how you really lean into an analytics framework and give a full data driven story to your leaders:

1: Measure Inputs (investments and enablement)
These metrics will show the organization’s commitment to infrastructure for people systems/accessibility that SHOULD be improving outcomes. Examples = investment per EE, Accessibility ratings

2: Throughputs (How are employees moving through the established “systems” put in place)
These metrics will show how much activity those frameworks, investment or systems are getting.
Examples= Participation rates, adoption rates, velocity or growth

3: Outputs (RESULTS – our favorite!)
This is the tangible results of the systems, and the activity within those systems. What is it actually yielding:
Examples = Timing avg, success rates (+/-), satisfaction rates, etc.

So that’s it right? FALSE….the most important and yet often missed opportunity is to share what these results are doing for the enterprise/business.

Hence…

4: IMPACT (ultimate business outcomes)
These are the measurements that confirm if your systems and intent are not only seeing results, but those results are having the intended impact on the business. It connects the intent, the activity, the outputs with real impact.
Examples: Marginal or cost impacts, Market performance, competitive advantage.

Without all 4 of these components, you can’t make proper correlations or provide diagnostics on your results. You’ll continue to get the questions from your executives on what, why, and how.

This framework allows you to draw the interconnections and create meaningful correlations that can actually influence decision making in the room.

Try it out! Let me know what you think in the comments!

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