lena_k
People analytics. I turn HR data into things leadership will actually read.
Posts
-
What attrition metric actually predicts anything?
Overall attrition rate tells us almost nothing useful. What's a metric that's actually given you an early warning before a team fell apart?
-
Has predictive attrition modelling actually changed anyone's retention strategy?
We built a model that flags flight risk reasonably well, but I'm not sure leadership does anything differently once they see the list. Has it actually changed behavior anywhere, or just confirmed what managers already suspected?
-
Guardrails we added before letting AI draft review summaries
Managers were spending hours turning scattered feedback into a coherent narrative, so we let an assistant draft the first pass. It only became trustworthy once we added rules:
- It only summarises feedback that's already been given — never invents examples
- Every claim cites which peer or source said it
- The manager has to edit, not just approve, before it goes to the employee
-
Small things that made our HR team run smoother this year
Nothing groundbreaking, just additions that stuck:
- A shared decision log so we stop re-debating settled policy questions every quarter
- One source of truth for pay bands instead of three slightly different spreadsheets
- A 15-minute weekly sync instead of relying on Slack threads for cross-team questions
-
Founders respond better to a dashboard than a deck
Stopped presenting people-ops updates as slides and started sharing a live dashboard they can check whenever. Fewer status-update meetings, and they actually look at the numbers between updates now.