Asking Good Questions

Curiosity in People Analytics

Hi, Friends!

They say it is spring today, but for people who like precision, we've been in the Spring season for a few weeks since the beginning of March.

This is called meteorological spring, as the 3 months following the date share more similarities than if we started from a different date.

But today, I want to write about something I hear often:

• "How do I become more strategic?"

• "My CEO does not care about people's data!"

• "What should I present to the SLT to be successful?"

All these questions have answers.

But each answer is nothing more than an opinion, which may be right or wrong.

More than that, I think it is just an option you can take.

But you don't have to, of course.

The opinion, however, I want to share:

• "Ask better questions."

You see, this simple solution can answer all of the above issues!

So today, we will cover:

• Stakeholder interviews

• Questions to ask

• Questions not to ask

Tudum.

Stakeholder Interviews

If you notice, all of the questions above focus on stakeholders in one way or another.

Becoming more strategic in whose eyes. Making CEOs care about people's data. Presenting something to the SLT.

So, we recognize that we need to deliver value to these parties.

The missing piece?

We need to understand what our stakeholders define as value.

That is literally it.

If you know what they need and want, it is easy to deliver value.

So, the solution is simple:

Set aside one week to ask your stakeholders questions about the analytics they need and then deliver them.

Questions to ask

Now that you have set a 30-minute time slot, why don't we take a look at some questions you could ask to get some good insights:

1. Identifying Needs:

   • What are the key priorities for the company and your function?

   • What are the key challenges in managing your team you are facing?

   • Where do you see opportunities for improvement?

2. Program Expectations:

   • How can People Analytics help you achieve your goals?

   • Can you name specific data insights you need?

   • What is your preferred format?

3. Insights Utilization:

   • How will you use analytics insights in decision-making?

   • What information is not helpful to you?

4. Future Needs:

   • How do you anticipate your analytics needs changing in the next 6-12 months?

   • What does a great people analytics collaboration look like to you?

All these questions will give you clarity about:

• What your stakeholders need

• What do they expect and why

• How will they utilize the insights

• How you can work with the functional leader effectively together

Now, of course, there are some questions you shouldn't ask in these interviews:

Questions to Skip

1. What do you think about my dashboard?

   • You are exploring, not validating.

2. What predictive modelling techniques should we use?

   • They probably don't know what is available to them.

3. Do you care to know your retention and engagement?

   • The answer is yes. Move on.

4. What analytics do you expect 5 years from now?

   • Most people barely know what the options today are.

With that, happy interviews!

Let me know what you find!

K

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Whenever you're ready, there are 2 ways I can help you:

#1

If you're still looking to get started in People Analytics, I recommend starting with my affordable course:

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#2

If you are looking for support in your human capital programs, such as engagement, retention, and compensation & benefits, and want to take a more data-driven approach, contact me at ​Tskhay & Associates​ for consulting services. Or simply reply to this email!

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