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Why is Curiosity a Crucial Skill in People Analytics?

Source | www-myhrfuture-com.cdn.ampproject.org | Caroline Styr

Curiosity is a hot topic. And rightly so – it is considered a critical skill for knowledge workers in the age of uncertainty we are all living through. Research has linked curiosity to:

  • Better job performance

  • Better communication

  • An increase in creativity

  • An increase in innovative behaviours

  • A reduction in group conflict

  • A reduction in stereotyping others

  • A reduction in confirmation bias

Despite this impressive list of impacts, one study showed that only 24% of workers feel curious in their jobs on a regular basis and 70% face barriers to asking more questions at work. No wonder the conversation about curiosity is persistent – despite clear positive impacts, it is often discouraged in organisations for fear of slowing down decision-making processes, people becoming harder to manage and disrupting the status quo.

In this article, we’re going to beat the drum once again for more curiosity! And amongst people analytics professionals in particular, by looking at three aspects of curiosity that will ensure your people analytics projects deliver clear business value:

  1. Be curious about the stakeholder perspective

  2. Be curious about the data

  3. Be curious about the context 

Be curious about the stakeholder perspective

Any people analytics project should start with a business challenge that desperately needs addressing – a burning question that is keeping your senior stakeholders up at night. This is why we present a New Operating Model for People Analytics along a value chain, starting with ‘client drivers’: business strategy, stakeholder challenges and people & HR strategy

In order to fully understand client drivers, people analytics professionals have to get curious! Do not just take a list of requests or requirements from stakeholders, engage with them to get to the heart of their challenges and really understand the impact that people analytics can have. Have a conversation and don’t be afraid to ask plenty of questions.

Click here to read the full article

Source
www-myhrfuture-com.cdn.ampproject.org
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