Worklytics

Been a rough start to the year. How's your team holding up? https://lnkd.in/gSzf2RkS

"In an effort to create flatter organizational structures, indiscriminately cutting managers without first assessing collaborative demand can have detrimental consequences." In order to speed up decision making, companies like Meta and Amazon have cut managers as part of a ‘flatter is faster’ approach. The theory is that fewer managers means more speed, more agility, and more innovation. In their article, Michael Arena and Philip Arkcoll provide a counterpoint illustrating through Worklytics data that shows that when managers are stretched thin—leading teams of seven or more— they encounter overwhelming workloads, rising burnout, and reduced ability to effectively support their teams (see Figure). To strike the right balance, Arena and Arkcoll advocate the use of data to assess collaborative demand and drive targeted actions. They provide guidance on (1) Optimising span of control , (2) Focusing on managerial overload, (3) Providing delegation strategies, and; (4) Monitoring workloads. 👉 The article is featured in the December edition of Data Driven HR Monthly, where I select and curate the best HR, future of work and people analytics resources of the month. See full edition here: https://lnkd.in/egN9QjTz 👈 #humanresources #orgdesign #workforceplanning #peopleanalytics #organizationalnetworkanalysis #leadership #employeeexperience #culture

If your New Years Resolution was to build fewer dashboards and drive more action, this one's for you. Catherine Coppinger digs into the 3 reasons insights commonly get ignored — and shares what you should do instead. And... is flatter really faster? Philip Arkcoll teams up with Michael Arena to look at the data on how span of control impacts collaborative demand.

📢 Exciting News for People Analytics Leaders and Talent Experts! Join Worklytics, One Model, and Lightcast as we host The Santa Clara Summit: A Talent Intelligence & People Analytics Event. 🌟 This is your chance to explore the latest trends and challenges facing talent and HR leaders in 2025. Collaborate with industry experts, gain actionable insights, and uncover how to measure and guide your talent initiatives for the year ahead. 🚀 📍 Where: Club Auto Sport, Santa Clara 📅 When: December 3, 2024, 6:30 PM - 10:30 PM PST With over 400 leaders from top organizations already attending our summits this year, this event is the perfect opportunity to connect, learn, and lead the charge in shaping the future of work. Ready to be part of this transformative experience? Check the comments for the registration link and secure your spot today! #PeopleAnalytics #TalentIntelligence #FutureOfWork #HRLeadership #SantaClaraSummit

Presenting the September edition of Data Driven HR Monthly, which assembles my favourite HR, people analytics and future of work-related resources of the month. Perfect for a Sunday read 🥐 In the ten years I’ve been curating the Data Driven HR Monthly, September has to rank as the strongest month yet in terms of content. This month’s collection features new research from Boston Consulting Group (BCG) (on how GenAI boosts productivity and capability), Gartner (their inaugural Hype Cycle for the future of work), McKinsey & Company (on how to build a data and AI driven enterprise), Revelio Labs (a 15-year analysis of the people analytics field), and Insight222 (on the evolution of the people analytics operating model). Also featured is analysis on Amazon’s announcement about returning to the office five days a week, and contributions from some of the leading voices in our field such as Amy Edmondson, Nick Bloom, Diane Gherson, and Dave Ulrich. I hope you learn as much from this month’s edition as I did from compiling it. If you did, please share some data-driven love with your colleagues and network by commenting, sharing, or liking this post Thank you to Philip Arkcoll, Laura Morris and the Worklytics team for sponsoring this edition of the Data Driven HR Monthly, and also a huge welcome to the close to 2,000 new subscribers in the past month. #humanresources #peopleanalytics #workforceplanning #learning #culture #employeelistening #employeeexperience #futureofwork #leadership #hrtech #hybridwork #organizationalnetworkanalysis #orgdesign #diversity #talentmarketplace #recruiting #talentintelligence

Ever had a co-worker who seemed to be everywhere? Doing everything? And still (miraculously) finding a way to over-deliver? I'd bet their secret is intentional scheduling. Combing through the data, we see that some people are far better at carving out focus time than others. Two people can have exactly the same number of meetings, emails and messages.... and one of them will find 2x the amount of time for individual work. 😮 People with more focus time tend to batch their collaborative interactions at work. For example, they only check Slack or Teams messages at certain times of the day. Or they compress all their meetings so that they only occur at the start or end of the day.  This ensures that work days are far less fragmented — buying them significantly more time to focus. It's intuitive that minimizing interruptions helps maximize productivity. But it's been hard to put into practice. That's why we're excited to announce two new metrics to help organizations be more intentional with their time: • Fragmented Time: The sum of the total number of minutes people have in blocks of time that are too short to get any deep work done • Interrupted Time: The total amount of time each day without any free blocks of sufficient length to allow for focused individual work. (Think of it as the opposite of Focus Time) Our goal with these metrics is to help teams get more done. Managers have a key role to play here. They tend to create the majority of meetings and they set the team culture around responsiveness. By quantifying the impact of interruptions, we hope to inspire more Managers to be intentional about how they ask their team to spend their time.

We’re thrilled to welcome Rachel Habbert, PhD to the Worklytics team! Rachel's a seasoned data scientist with deep experience identifying the drivers of organizational dynamics. Welcome aboard, Rachel—excited for what's next.  

Want to be a People Analytics team that drives revenue? Start with Selling Time. As you head into H2, your Head of Sales is probably trying to do everything in his/her power to bring more dollars in the door. You've got data that would make the job easier. Do your Reps have enough time... to sell? Or are they bogged down in a bunch of internal meetings & admin? Your CRO might have a hunch. But you have the data. Share it.

"Soooo what trends are you seeing?" QBR season is here. And we're all bracing to answer that question. Save yourself some time. Use our Cliff's Notes. Here are the top 5 trends we're seeing across H1: 🍋 Time Squeeze: Spoiler alert. No one's got enough focus time. 🌆 Elongating Work Span: +30min at night 🤝 BIG Meetings: 40% have >10 attendees. Are you a Manager? 👉 2 more trends that you need to see inside.

🏢 We’re seeing Finance & Real Estate leaders ask People Analytics to weigh in on office leases and space design. 🖥 CTOs are calling PA to ask how to increase the productivity of their engineering teams. 💹 CROs are asking PA what they should do to generate more sales revenue. These are thorny questions to be sure. But they’re questions that could be answered better if you had data showing how people work. Cue organizational network analysis (ONA) and workplace data. By understanding how people and teams work together, your People Analytics team can answer questions about the underlying drivers of value creation within your organization. Philip Arkcoll shares 3 sample decks showing what that might look like in practice…