Manager Facetime: Why It's Useful and How to Measure It
Are you back in the office full-time? 3 days a week? Fully remote? Regardless of your work modality, employees who saw their manager in-person more recently reported higher levels of satisfaction with the amount of coaching & support that their manager provides. But how much Manager Facetime do you really need?
What Is a Workstyle Assessment?
What is a work style assessment? How does it inform career goals and business objectives? Check out this helpful definition with useful examples.
Best DORA Metrics Alternatives
Looking for DORA alternatives? We compare top options and discuss how adding holistic workplace KPIs can improve the big picture.
Measure Focus Time to Improve Productivity
Focus time - or the uninterrupted time available for individual work - has become increasingly more important for remote teams. This is especially true for knowledge workers that often need an average of 4 hours of focus time per day to complete their individual work.
Using ONA to Find Optimal Team Size
When you flatten an organization, you’re increasing manager span with the intent to decrease decision-making time. With fewer layers of approval, the assumption is that work gets done faster. But with more direct reports, manager span is stretched, which may degrade the quality of the work. So how do you strike a balance between speed and span? Here’s what the data tell us.
Introducing Two New Metrics: Fragmented & Interrupted Time
Ever feel like it’s getting increasingly difficult to focus on important tasks at work? You’re not alone. Research shows that a rise in interruptions from meetings, emails and instant messaging is disrupting people’s ability to get individual work done. People’s workdays are increasingly chopped up into dozens of tiny fragments of free time. Most of these small fragments are too short to allow for any real deep work or thinking.
Beyond HR: Expanding People Analytics's Value to the Business
People Analytics is at a pivotal moment post-pandemic. We now face a choice: either revert to our traditional HR reporting roles or continue to extend our reach into the organization and operations, where we can deliver significant strategic value. In this post, we share 3 sample analyses illustrating how People Analytics can extend its impact beyond HR.
