Journey to People Analytics: If You’re Small, You Have to Start Somewhere

Journey to People Analytics: If You’re Small, You Have to Start Somewhere

Let’s just state the obvious: the realm of people analytics can be intimidating. I attended a people analytics conference a few months ago and was impressed by the vast amounts of effort (and funding) being devoted to gleaning better people insights from data. In 2017, Deloitte’s Global Human Capital Trends Report revealed that “While 71 percent of companies see people analytics as a high priority in their organizations, progress has been slow.” Fast forward to now and it’s encouraging to see the progress organizations are making, albeit also slightly scary. However, even with the encouragement from the two days of presentations, I left the conference with one big theme rattling around in my head. Larger companies are paving the road in people analytics, so how do small companies get started on their journey?

The reality is, small-to-mid-sized companies are still trying to find the on ramp when it comes to people analytics. What all of the featured companies at the conference had in common was that they were big (really big in fact) and had started their people analytics journey many years ago with a data scientist (or 3) and some very curious HR practitioners. But for small-to-mid-sized companies with small budgets and managers who are simply trying to keep their heads above water with day-to-day processes, embarking on a people analytics journey can seem daunting.  Here's where can help you get started.

As companies scale, they inevitably add departments of people and along the way implement some sort of technology to support them, whether it's a customer relationship management or support system, a project management tool or applicant tracking system. Very often the people within those departments are using the tools for their group as well as tools that have been provided to other departments, which leads to not only a sprawl of tools, but data for days. Unfortunately, managers don't often have the time or the skills to glean useful insights from this data so it just sits in the background. focuses on the overall digital footprint of the employees and surfaces the insights from your systems that were previously irretrievable.

The digital footprint that's left by an employee can be incredibly valuable, and because aggregates all of your systems together, it can surface powerful recommendations and insights for both managers and employees to help them save time, be more productive, and perform better. Picture your engineering and customer support teams being kept up to date, reminded of ticket volume and touches, and receiving personalized recommendations for mitigating risk. When it comes to your sales team's productivity, once your sales process maps to your pipeline in Salesforce, nudges you when your team is falling behind on metrics and provides personalized recommendations for coaching and developing your employees. Finally, imagine the power of understanding whether your team members are planning their days in a balanced way and leaving time for focused work or whether they're having enough interactions with people outside their own team thanks to our Office365 and Google Suite integrations.

Understanding people analytics and how it can drive a business forward isn’t the future, it’s the here and now. For small organizations around the world, implementing solutions that don’t require heavy lifting (or a ton of investment), but provide greater people insights, is a powerful evolution. If you're just starting your journey to people analytics, see how can help you on your way.

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