Four ways of driving adoption of People Analytics

Chances are that if you’re reading this, you at least suspect that People Analytics is the way forward. After all, using people analytics allows businesses to review real-time data on diversity, new hire productivity, career progression, turnover rates, onboarding processes and more. Non-biased, data driven solutions can quickly and efficiently surpass other methods such as decisions based on limiting human factors like prejudice. Businesses who use people analytics are ten times more likely to be very effective at providing insights to top leaders when compared to those without. You’re onboard with the solution, so how do you get everyone else to adopt? The below methods are just some of the ways you can help others see the light:

First into the breach
No one expects you to apply a solution across a whole business all at once. You need to test it first, get a feel for the system and see it in action. Turn this to your advantage. Early adopters, especially HR personnel, can be trained and trial the product who will then promote it across the remaining organisation, now with evidence and testimonial backing it up.

We recommend that you then set up small user groups, after the trial period, led by the early adopters to share their experiences with illumin8HR. this way they can demonstrate, hands on, the value and ease of using digital solutions to provide insight into People Analytics. As time goes on, these groups can collaborate and share their own pointers thereby improving everyone’s skills.

After achieving this, widen the scope again. This time, bring it out for everyone. Employees from a range of teams can then be given the illumin8HR platform with the benefit of their peers to help them understand and utilise the solution. At this point, you can also generate case studies based on the early adopters’ experiences to encourage even further use. Next thing you know, a whole business is on board. Start small and build outwards.

We are the champions
You may already have champions in your business. Equality, diversity, inclusion, mental health or other representatives who drive core beliefs and behavioural change within the organisation. Do the same for people analytics. Appoint champions (we recommend starting with the original user groups) to support others, provide guidance and otherwise illustrate the benefits. This will give those who use the product in their everyday management an avenue to aid their learning process and ensure any resistance to adoption can be addressed.


Straight from the top
People follow leaders. That’s what makes them leaders, it is the core definition. Use that hierarchy to promote the tool to others. Top-down communication from senior staff, managers, chiefs and other influential members of the business can be extremely effective in building awareness and encouraging use.

Keep your employees appraised of the adoption. Let them know what this product can do and why you’re introducing it to the business. Make it clear that your initial user groups are currently testing and what they’ve found out since the start. Share case studies and experiences to convey how useful it has been. Some important points you can mention are:
• Combines data from across HR on one screen
• Delivers consistent HR best practice metrics and defined standards
• Provides automated, simple insights to busy, non-technical people managers
• Provides pathways to resolution through collaboration and relevant content
• Tracks and measures action and impact

Communication is key here as it ensures that employees are not surprised by new software. Staff can be resistant to new technology for a number of reasons, regardless of the simplicity of use. Make sure lack of a head’s up is not one of these reasons.

Listen to the people
Getting feedback from your early adopters, user groups and eventually the whole company is integral to troubleshooting and fine tuning this digital solution. But don’t forget to ask your consumers either. Account managers, customer service or any number of people facing role can ask for feedback, allowing them to gauge reactions, usage and even schedule training sessions if required. Especially with previous case studies or user group sessions, you can create the resources needed to help others.

Take your first steps in People Analytics adoption with illumin8HR and watch it grow in your organisation by booking your own demo.