I appreciate your article and totally agree with your statement that “I often find myself most intrigued with the application considerations of the work”.
I believe that the starting point is to identify and clarify what unresolved management or business issue we need to solve. If people analytics can be useful given available use cases, we should experiment with it. Needless to say, people analytics is one of the tools that may potentially solve unresolved management issues.
Moreover, as you mentioned direct/indirect impact in the last paragraph, management issues are complex as a result of a series of chains of observed/unobserved causes, and identifying a key cause is critical. Therefore, if we can reveal it by using people analytics, it will have long-lasting impact.
Interesting article!! Managing and leading diversified workforces is definitely one of the key challenges that managers need to overcome and if people analytics can be a strong tool to support managers, it will be an essential skill set for managers!
To build on your point, as the life expectancy is expected to continue increasing on average, managers will need to manage and lead not just gen Z but also oldies like the 60s, which will increase the level of complexity of management further. I sincerely hope that we can reinforce the DE&I work environment with people analytics.
Interesting post! This reminded me of my company’s previous initiative of allowing employees to pass over “thank-you” cards to other colleagues every week for better engagement, though the company did not check what we thanked them for! I just hope that Amazon won’t ruin the positive side of people analytics. Some silver lining is seen according to the last part of the original article…
“Our teams are always thinking about new ways to help employees engage with each other,” Amazon spokesperson Barbara Agrait said in a statement to The Verge. “This particular program has not been approved yet and may change significantly or even never launch at all. If it does launch at some point down the road, there are no plans for many of the words you’re calling out to be screened. The only kinds of words that may be screened are ones that are offensive or harassing, which is intended to protect our team”