How do you create employee data dashboards?

1 Define your purpose and audience

Before you start designing your dashboard, you need to have a clear idea of what you want to achieve with it and who will use it. What are the main questions or problems you want to address with your data? Who are the stakeholders or decision-makers who need to see your dashboard? What level of detail and complexity do they expect? How often do they need to access or update the dashboard? Answering these questions will help you define your purpose and audience, and tailor your dashboard accordingly.

2 Choose your data sources and metrics

Next, you need to identify and select the data sources and metrics that will support your purpose and audience. Depending on your HR function and scope, you may have access to various data sources, such as employee surveys, performance reviews, payroll systems, learning platforms, or external benchmarks. You also need to choose the metrics that will measure and reflect your HR objectives and outcomes, such as turnover rate, employee satisfaction, productivity, or diversity ratio. Make sure your data sources are reliable, accurate, and consistent, and your metrics are relevant, meaningful, and actionable.

3 Select your dashboard software and layout

Once you have your data sources and metrics ready, you need to choose the software and layout that will best display and organize your data. There are many options available for creating dashboards, ranging from simple spreadsheet tools like Excel or Google Sheets, to more advanced and interactive platforms like Tableau or Power BI. You should consider factors such as ease of use, cost, customization, integration, and security when choosing your software. You also need to decide on the layout of your dashboard, such as the number and size of charts, the type and style of visuals, the color scheme, and the labels and titles.

4 Build and test your dashboard

Now you can start building your dashboard by importing your data, creating your charts, and arranging your layout. You should follow some best practices for dashboard design, such as using clear and concise labels, choosing appropriate chart types, avoiding clutter and distractions, and highlighting key insights or trends. You should also test your dashboard for functionality, accuracy, and usability, by checking for errors, inconsistencies, or gaps in your data, ensuring your dashboard is responsive and interactive, and soliciting feedback from your audience or peers.

5 Maintain and update your dashboard

Finally, you need to maintain and update your dashboard regularly to ensure it remains relevant and useful. You should monitor your data sources and metrics for any changes or anomalies, and adjust your dashboard accordingly. You should also review your purpose and audience periodically, and evaluate if your dashboard is still meeting their needs and expectations. You may need to add, remove, or modify some elements of your dashboard to reflect new or emerging HR issues or goals.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?