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How do you use data to manage people?

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Data is not only useful for measuring performance, productivity, and profitability, but also for managing people effectively. By using data to understand your employees' strengths, weaknesses, motivations, and preferences, you can tailor your leadership style, communication, feedback, and recognition to suit their needs and goals. In this article, we will explore how you can use data to manage people in six ways.

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Tim Whitley

Technology Leader | Certified Project Manager | Process Improvement Expert | Professional Nerd

1 Assess skills and competencies

One of the first steps to manage people is to assess their skills and competencies, both current and desired. You can use data from various sources, such as resumes, assessments, surveys, feedback, and performance reviews, to create a skill matrix for each employee. This will help you identify their areas of expertise, improvement, and development, as well as their career aspirations and potential. You can then use this data to assign tasks, projects, and roles that match their skills and interests, as well as to provide coaching, mentoring, and training opportunities.

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Tim Whitley

Technology Leader | Certified Project Manager | Process Improvement Expert | Professional Nerd
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Building genuine relationships is more important than gathering data. While metrics provide helpful context, we must remember that people are complex and multifaceted - they cannot be reduced to mere data points. Data provides the framework of understanding, but authentic conversation in relationship completes the structure. Getting to know someone requires openness, empathy, and time spent working alongside them, connecting as human beings. Approach people with compassion, not criticism.

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2 Monitor progress and performance

Another way to use data to manage people is to monitor their progress and performance on a regular basis. You can use data from various tools, such as dashboards, reports, analytics, and metrics, to track their output, quality, efficiency, and impact. This will help you evaluate their achievements, challenges, and contributions, as well as to identify any issues, gaps, or risks that need to be addressed. You can then use this data to provide timely, specific, and constructive feedback, as well as to recognize and reward their efforts and results.

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Tim Whitley

Technology Leader | Certified Project Manager | Process Improvement Expert | Professional Nerd
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Focusing only on simple output does paints an incomplete picture when evaluating someone's performance. For example, short-term production rates don't necessarily show someone's potential or quality of work. Just because someone doesn't produce the most widgets doesn't mean they are failing - it could indicate a poor fit or even a bad measurement. We should use data to inform, not dictate, our assessment of people's performance. Let's make sure to consider the whole landscape of qualities and potential when drawing conclusions about a person. Numbers alone don't tell the whole story.

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3 Enhance communication and collaboration

A third way to use data to manage people is to enhance communication and collaboration among your team members. You can use data from various channels, such as emails, chats, calls, and meetings, to measure and improve the frequency, clarity, and effectiveness of your communication. This will help you establish trust, rapport, and alignment with your employees, as well as to communicate your expectations, goals, and feedback. You can also use data from various platforms, such as shared documents, calendars, and workflows, to facilitate and streamline collaboration among your team members. This will help you foster teamwork, creativity, and innovation.

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Tim Whitley

Technology Leader | Certified Project Manager | Process Improvement Expert | Professional Nerd
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We need to be careful about monitoring employee conversations as this could create distrust or limit open discussion. Workplace communication happens across many channels, not just on official devices so it is challenging to get a complete view. Analyzing communication networks can provide useful insights - like identifying "hidden leaders" that people go to for advice. But any data collection needs to be transparent and thoughtful. It should respect privacy and build trust. The goal should be fostering open dialogue, not controlling or monitoring conversations. With care, analysis tools can enhance collaboration. But they require a delicate approach to avoid undermining the very interactions they aim to improve.

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Ian Soares

Coordenador | Palestrante | Psicólogo Organizacional | Analista Comportamental DISC | Consultor de Recursos Humanos | Gest?o de Pessoas | Headhunter | Recrutamento e Sele??o | Análise de perfil | Divulga??o de vagas.
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Na gest?o de pessoas, os dados s?o cruciais para embasar decis?es e estratégias que influenciam diretamente o desempenho e o bem-estar dos colaboradores. Eles s?o utilizados em diversas áreas, como recrutamento, avalia??o de desempenho e desenvolvimento de carreira. Por exemplo, ao analisar métricas de recrutamento, identificamos fontes de contrata??o mais eficazes e ajustamos estratégias de atra??o de talentos. Da mesma forma, ao avaliar dados de desempenho, identificamos áreas de melhoria e oferecemos treinamento personalizado. Resumindo, a análise de dados na gest?o de pessoas permite uma abordagem mais objetiva e assertiva, contribuindo para o crescimento e a sustentabilidade organizacional.

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4 Understand motivation and engagement

A fourth way to use data to manage people is to understand their motivation and engagement levels. You can use data from various sources, such as surveys, polls, interviews, and observations, to gauge and improve their satisfaction, commitment, and loyalty. This will help you discover what drives them, what challenges them, what rewards them, and what retains them. You can then use this data to create a positive and supportive work environment, as well as to offer incentives, benefits, and opportunities that match their values and needs.

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5 Develop talent and potential

A fifth way to use data to manage people is to develop their talent and potential. You can use data from various sources, such as assessments, feedback, and performance reviews, to identify and nurture their strengths, talents, and passions. This will help you empower them to grow, learn, and excel in their roles, as well as to explore new possibilities and opportunities. You can then use this data to design and implement a personalized development plan for each employee, as well as to provide guidance, support, and resources.

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6 Adapt and innovate

A sixth way to use data to manage people is to adapt and innovate in response to changing needs, demands, and trends. You can use data from various sources, such as market research, customer feedback, and competitor analysis, to anticipate and respond to the external factors that affect your business and your team. This will help you adjust your strategies, goals, and actions accordingly, as well as to seize new opportunities and challenges. You can then use this data to inspire and involve your employees in the process of change and innovation, as well as to celebrate and share your successes and learnings.

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7 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?

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How do you use data to manage people?

1

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3

4

5

6

7

1 Assess skills and competencies

2 Monitor progress and performance

3 Enhance communication and collaboration

4 Understand motivation and engagement

5 Develop talent and potential

6 Adapt and innovate

7 Here’s what else to consider

People Management

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How do you use data to manage people?

1

2

3

4

5

6

7

1 Assess skills and competencies

2 Monitor progress and performance

3 Enhance communication and collaboration

4 Understand motivation and engagement

5 Develop talent and potential

6 Adapt and innovate

7 Here’s what else to consider

People Management

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