The Bregman Group, LLC

One of the best ways to build a data-driven culture? Create space for curiosity. I know a CPO who holds a monthly “data huddle” with her team. There’s no set agenda, no slide decks. She just brings a question she’s been thinking about—like, “Are we losing our middle managers?” or “Are we seeing enough internal mobility?” Then they dig into the data together. It’s not about proving a point or finding a quick fix. It’s about showing the team how to explore data with curiosity and an open mind. The result? A team that’s more confident using data, more collaborative in problem-solving, and more engaged in the process. Because data-driven cultures aren’t built by having all the answers—they’re built by asking the right questions. What questions are you asking your team this week? 👇

Collecting employee data is just the beginning. The real value comes from turning insights into action that drives meaningful change. Here’s an example: 🔍 Insight: Consistent decline in employee productivity during the afternoon hours. 📊 Analysis: Engagement data shows employees are spending too much time in meetings, leaving little time for focused work. 🎯 Action: Implement a company-wide “focus hours” policy with designated meeting-free blocks to maximize productivity and allow for deep, uninterrupted work. The result? Increased productivity, higher quality of work, and improved project turnaround times. Because the key to success isn’t just in what you know, but in what you do with that knowledge. As CPOs and HR leaders, we have the power to transform data into tangible outcomes that drive business performance. Ready to move from data collection to data action? Let’s make every insight count. 👇

🚧 What’s stopping you from integrating employee insights into your business strategy? Barriers like data silos, limited analytics capabilities, and resistance to change often get in the way. But here’s how you can overcome them: 🔹 Break Down Silos: Create cross-functional teams to ensure people data aligns with business goals. 🔹 Invest in Analytics: Develop your team’s data literacy and partner with experts to build a strong analytics foundation. 🔹 Build a Data-Driven Culture: Champion the use of employee insights in everyday decisions, and model this behavior as a leader. Because when you break through these barriers, data becomes a powerful tool for driving business success. What challenges are you facing in your data integration journey? 👇

📊 Aligning employee insights with business strategy isn’t just a buzzword—it’s a game-changer. When people data is integrated with financial and operational data, organizations gain a 360° view of their strengths and challenges. This alignment enables: 1️⃣ Enhanced Decision-Making Combine people data with business metrics to make more informed, impactful decisions. 2️⃣ Organizational Agility Quickly respond to market shifts and internal changes with data-driven foresight. 3️⃣ Empowered Leaders Provide managers with real-time data to make evidence-based decisions. So, the question is... Is your organization making the most of its employee insights? 👇

I recently listened to a webinar, and an interesting question came up: Are People Analytics and AI part of the same team, or are they on different paths? It’s a fascinating debate because, while they often work hand-in-hand, they require different skills and mindsets. People Analytics is all about strategy—using data to understand the employee experience, guide decisions, and influence business outcomes. It’s the art of turning insights into actions that shape the organization’s future. AI, on the other hand, is all about automation. It processes large volumes of data, predicts trends, and even automates certain decisions. It scales and supercharges People Analytics, but it demands a different expertise—one rooted in technology and data science. Both are essential, but they serve different purposes: People Analytics asks the strategic “why.” AI provides the automated “how.” Together, they unlock the full potential of your people data. So, how are you integrating People Analytics and AI in your organization? 👇

I am tired. ... I bet you are too. Who has time to take on one more initiative, capability, or role? But here’s the thing... Building a data-driven culture isn’t just another item on the to-do list. It’s the game-changer that makes everything else easier. When you use data to prioritize, you focus on what really matters. When you use data to influence, your voice is stronger in the room. When you use data to solve problems, you prevent fires before they start. It’s not about adding more to your plate—it’s about making your job more manageable and impactful. Because the truth is: A data-driven approach simplifies the chaos, streamlines decisions, and gives you the power to work smarter, not harder. So let’s flip the script. How can data make your life easier? 👇

Working with people data can feel like a real challenge— it’s often messy, and most people analytics teams are small. When you’re spending so much time just getting things up and running, it’s easy to lose sight of how to actually analyze the data and make meaningful decisions. It’s like spending hours carefully chopping and prepping quality ingredients for a meal, only to run out of time to actually cook and enjoy it. The prep work is important, but if you never get to the cooking, you miss out on the real satisfaction of creating something nourishing. But here’s the good news: Every great lead chef has a good sous chef to help them succeed. 👐 So, what makes a great sous chef in the people analytics world? Let’s talk about the support systems that help you turn all that prep into a finished datalicious dish!

Has this ever happened to your people analytics project? You have executive buy-in. You have all the right tools. You press the “go” button. 🚀 And then… a key member of your team is gone. That’s what happened when one organization lost their people analytics champion, and they floundered. For six months, they tried to skate by with what they had. Fast-forward in time. They now run a monthly meeting with their HRBPs to model thought processes and apply data to drive decisions. The adoption of insights has skyrocketed, and more teams than ever are mining data to tackle issues with their executives. They have visibility into trends they never had before. But how did they turn things around? It all started with one key realization: It’s OK to ask for help. There’s more about this story in the comments...

For a long time, I thought my journey with people analytics began at Wayfair. But then I remembered an earlier encounter in 2015. 🔙 A Chief People Officer from a local organization reached out to me. At that time I was a data scientist with zero HR experience. We discussed the potential of applying data science to the people space, but I turned it down, focused on my startup goals. Lucky for me, the opportunity knocked again—and this time, I was ready. With well-rounded experience and a clear understanding of the value of people, I embraced the challenge. Key Takeaway: Sometimes, the right opportunity comes around twice—what matters is being ready to seize it when it does. Have you ever encountered opportunities that you initially turned down but later realized their potential?

When I built the people analytics team at PTC, our goal wasn’t to conquer the world immediately. It was to start slow. It wasn’t always sexy work—sometimes, I wanted to be doing the cutting-edge analyses that were deeply embedded in the business. Sometimes I felt behind. But the reality is, I was not alone. Most of my peers were in similar situations. So here’s the thing: If you ever feel like you’re lagging, it’s completely normal. People analytics is still a relatively new field, and everyone is figuring it out as they go. Have you ever felt like you were moving slower than you wanted to? How did you navigate that feeling and keep pushing forward?