Beyond the numbers: humanising data to drive meaningful workplace change

How do we transform workplace data into real human impact?

Hello and welcome back to my newsletter! I write about the future of work, flexible working, startups, and DEI. If you've been forwarded this newsletter, join over 33,000 people and subscribe here!

This week, I'm excited to share key insights from our recent Evolution of Work Summit webinar on humanising workplace data.

While most organisations now collect vast amounts of workplace data, many struggle to translate these insights into meaningful changes that actually improve employee experiences. The challenge isn't gathering information – it's making it meaningful, actionable, and most importantly, human-centric. That’s why we brought together three industry experts to explore how we can bridge the gap between data points and human experiences.

Our expert panel included:

• Ailish McLaughlin, Head of Product at Flexa, bringing academic rigour and practical innovation with her background in data analytics
• Alex Her, Co-Founder of The EB Space, offering rich expertise in employer branding and recruitment marketing
• Debbie Fraser, Head of Talent Acquisition EMEA at Boomi, sharing practical perspectives on using data to drive recruitment success

Together, they explored how organisations can move beyond surface-level metrics to create workplaces that truly work for everyone. Whether you're wrestling with recruitment data, trying to measure employee experience, or working to create more inclusive workplaces, this discussion offered valuable insights for anyone interested in the future of work.

This newsletter will feature:

?? Graph of the week - The smallest companies are the least likely to put a hybrid model in place

?? Why humanising data matters in the workplace

?? Key challenges in accessing and using HR data effectively

?? How to balance data-driven decisions with the human touch

?? Expert insights on transforming data into actionable change ??The future of work - have your say!

The smallest companies are the least likely to adopt a hybrid model, with many still requiring employees to work five days a week in the office. This trend is often linked to the benefits startups and early-stage companies experience from being in person, such as building stronger collaboration, quicker decision-making, and creating a unified company culture.

At Flexa, however, we are a small, remote-first company, and this model works well for us. We’ve found that embracing flexibility allows us to tap into a wider talent pool while maintaining strong communication and collaboration through digital tools. Our remote-first approach has helped us build a culture of trust and autonomy, showing that smaller businesses can thrive without being tied to a physical office.

You can explore more trends like this on a weekly basis on The Work Index. Here we share data trends and insights from 20,000+ of the world's biggest and most well-known companies.?

Why humanising data matters

During our webinar, our expert panel shared fascinating insights into why we need to look beyond just numbers:

"We're a people function first and foremost," emphasised Debbie Fraser, Head of Talent Acquisition EMEA at Boomi. "We can use data to inform our decision-making process, but at the end of the day, people make decisions about joining companies based on the relationships they form with the hiring team."

Key takeaways on why humanising data matters:

- Data should enhance, not replace, human decision-making

- Numbers need context and stories to drive meaningful change

- The most effective data insights consider both quantitative and qualitative elements

Challenges in accessing and using HR data effectively

Our panel identified several key challenges organisations face:

1. Quality of hire measurements: This remains one of the most difficult metrics to quantify effectively

2. Diversity data collection: Balancing the need for data with privacy concerns

3. Working preferences: Understanding how different demographics want to work (remote, hybrid, flexible hours)

4. System integration: Connecting various HR tools and platforms while maintaining data integrity

Balancing data and human touch

Alex Her, Co-Founder of The EB Space, shared a powerful analogy: "Data is like public speaking - you always get butterflies in your stomach because it needs to be impactful. If you're throwing numbers out there, you better have a story to tell with that."

Our experts recommended:

- Using data to inform, not dictate, decisions

- Ensuring human oversight in AI-driven processes

- Focusing on metrics that matter to leadership and employees

- Maintaining the human element in recruitment and employee experience

Expert tips for humanising workplace data

1. Focus on meaningful metrics

???- Move beyond vanity metrics

???- Track data that impacts business outcomes

???- Measure what matters to employees

2. Improve data collection

???- Use third-party providers for sensitive information

???- Ensure transparent communication about data usage

???- Make data collection part of the natural workflow

3. Transform insights into action

???- Use data to identify trends and opportunities

???- Create feedback loops for continuous improvement

???- Measure the impact of changes made

4. Maintain the human element

???- Use data to enhance, not replace, human judgement

???- Keep relationships at the centre of decision-making

???- Balance efficiency with empathy

Speaker Spotlight: Key Takeaways

Alex Her, Co-founder of The EB Space

Employer Brand Metrics That Matter

• Move beyond vanity metrics like impressions and clicks
• Focus on metrics that impact business outcomes: time to hire, quality of hire, and referral rates
• Use Google Analytics to track organic career page traffic as a measure of brand strength
• Connect employer brand efforts directly to recruitment outcomes

?? Expert Insight: "If we have a strong brand, people are referring others and staying. If we've got a pretty poor brand and we're not doing a good job as a leadership team, people will be leaving - you don't refer people when you want to leave a company."

Debbie Fraser, Head of Talent Acquisition EMEA at Boomi

Data-Driven Recruitment Innovation

• Using AI tools like Bright Hire to enhance (not replace) human decision-making
• Developing predictable forecasting models for hiring
• Creating difficulty ratings for different roles to improve capacity planning
• Using data to ensure equitable compensation practices

?? Expert Insight: "We're a people function first and foremost. People will make a decision about whether to join a company based on the relationship they have formed with the hiring team in the short time they've been engaging with the company."

Ailish McLaughlin, Head of Product at Flexa

Data Collection and Analysis

• Focus on collecting meaningful data that drives action
• Use third-party providers to gather sensitive information more effectively
• Balance quantitative metrics with qualitative insights
• Consider generational differences in workplace preferences

?? Expert Insight: "We're seeing twice as many Gen Z prioritise diversity in the work environment than millennials. These are all things that are becoming more pertinent and prominent in workplace planning."

Looking ahead

The future of workplace data is not just about collecting more information – it's about making that information work for people. As our panel highlighted, the organisations that succeed will be those that can effectively balance data-driven decisions with human-centred approaches.

Did you miss the webinar? You can watch the recording here.

The future of work - have your say!

Ever wondered what work will look like in 10, 20, or even 50 years? Well, we're on a mission to find out, and we need your help!

We're launching the world's largest study on the Evolution of Work, and we want you to be part of it. This isn't just another survey that'll gather dust – it's your chance to directly influence how work fits into our lives in the future.

Why should you care about this study?

?? Work is going through its biggest shift since the 2nd industrial revolution

?? Change comes from knowledge – and this study will provide unprecedented insights

?? It's a chance to create workplaces where we can not only survive but thrive

?? It will help us understand what work might look like in 10, 20, or even 50 years

??? Your voice matters in shaping this future

Complete our 4-minute survey and have your voice heard. This is your chance to redefine our understanding of work and drive meaningful change.