HR leaders are facing an overload of employee data pouring in from every direction. Knowing what to measure, how to interpret the results, and most importantly, how to communicate what drives change is harder than ever.
This was the central theme of Seramount’s June Employee Voice Session (EVS), where senior HR executives shared their challenges and lessons learned. Most organizations now track a wide range of metrics, from compensation to engagement, but half of the participants admitted they struggle to select the right metrics and translate them into actionable intelligence.
The Paradox of People Analytics
People analytics has matured from basic reporting to a core strategic function. Some companies use homegrown systems, and others rely on HRIS platforms or third-party analysis. With so many options, it’s easy to get lost in the numbers and lose sight of what matters most. As one EVS participant put it, “There are so many KPIs. It can be difficult to understand which ones correlate with business performance and which ones managers can influence.” Forty percent of the participants said the hardest part is knowing what to measure and how to use it.
Why Your Key Stakeholders Respond More to Stories than Spreadsheets
The most effective HR leaders aren’t just reporting numbers—they’re connecting the dots. Storytelling with data is now a core expectation for HR leaders. The ability to weave quantitative and qualitative feedback into a narrative is what helps business leaders turn information into action.
“Stories are remembered up to 22 times more than facts alone.”
Executives see the connection between workforce trends, retention, productivity, and profit
Managers understand what they can influence and where to focus
Employees feel heard and know their feedback resulted in real change, which increases trust and participation
Teams that rely on static dashboards or “data dumps” struggle to move from metrics to meaningful action. When results are framed in context and connected to company priorities, HR can secure buy-in, prioritize resources, and propel the business forward.
Bridging the Feedback-to-Action-Gap
The risk of collecting so much employee feedback is that your insights disappear into a black hole of dashboards and benchmarks, never to be addressed beyond a highlight reel or annual report. Employees notice when their feedback leads nowhere, and over time, their participation drops, making engagement data even less representative.
Our EVS identified four high-impact practices for HR leaders:
Synthesize multiple data sources: integrate engagement, operational, and qualitative data for a holistic view
Highlight impact, not just activity: show how feedback and metrics foster change
Elevate the employee voice: use anonymized quotes and real stories to humanize the data and visualize outcomes
Invest in data storytelling skills: partner with an external expert to clarify and communicate your story
Not every HR team has a dedicated analytics function or endless resources, so focusing on storytelling and the insights that matter most can help even lean teams make a measurable difference with busy stakeholders.
When engagement data explains why employee sentiments matter and what to do next, HR can influence business priorities, not just report on them. Building a culture of feedback, where leaders share what they heard and act on employees’ input, is essential. It improves engagement and retention, and strengthens HR’s influence across the business.
The Takeaway
Tracking employee data is more than a check-the-box activity. Leading organizations know exactly why they’re collecting each data point, plan to contextualize and communicate what they collect, and empower business leaders to act on it. This strategic approach builds trust and engagement, while strengthening HR’s credibility and impact with the C-suite.
Many HR teams partner with an external advisor to ensure their data analysis is free from internal bias. They uncover the real story behind the numbers and frame insights in a way that resonates with executives, making it easier for leaders to act with confidence. When HR and talent leaders empower their teams to turn numbers into compelling narratives, they bridge the gap between data and action, fueling both business and culture change.
If you’re ready to move from metrics to meaning, start here:
Audit your current metrics to see if they connect to your business’s top priorities
Start with one key initiative to build your team’s data storytelling abilities
Make employee feedback a visible, ongoing part of your talent strategy
Learn how a strategic storytelling partner, such as Assess360, can help you listen differently, act decisively, and build a workplace where employees want to stay.
Zsofia Duarte is a Director of Assessment and Strategy at Seramount, bringing a rich background in social research, policy, and advocacy with a focus on contemporary social issues. During her tenure at Seramount, she has led numerous high-impact global workplace assessments, aimed at evaluating and enhancing workplace equity across private, public, and governmental sectors.
Zsofia Duarte is a Director of Assessment and Strategy at Seramount, bringing a rich background in social research, policy, and advocacy with a focus on contemporary social issues. During her tenure at Seramount, she has led numerous high-impact global workplace assessments, aimed at evaluating and enhancing workplace equity across private, public, and governmental sectors. Zsofia excels at identifying cultural challenges within organizations and providing actionable, transformative solutions.
Prior to joining Seramount, Zsofia worked at JUST Capital. There, she worked on the human rights research team developing innovative research plans and generating dynamic research insights on how the U.S.’ top 1,000 companies are managing the human rights and community impacts of their business operations, both in the U.S. and abroad.
Prior to her time at JUST Capital, Zsofia was selected for a graduate placement at the McSilver Institute for Poverty Policy and Research, a leading research center committed to disrupting generational poverty through research, policy, and action. There, she harnessed both research findings and a community collaborative approach to help develop and implement services grounded in evidence-based practices and stakeholder investment.
Zsofia was awarded an MS from Columbia University and a BA with Honors from Bates College. She currently lives in NYC and finds any excuse to travel, try a new sport, or find live music.
Maria is a Senior Product Marketing Manager at Seramount. In this role, she supports organizations' efforts to create more inclusive workplaces by providing valuable insights and resources via webinars, blogs, guides, infographics, and more. Prior to joining Seramount, Maria worked in enrollment marketing, diversity recruitment, college admissions, and K-12 case management.
Maria is a Senior Product Marketing Manager at Seramount. In this role, she supports organizations’ efforts to create more inclusive workplaces by providing valuable insights and resources via webinars, blogs, guides, infographics, and more. Prior to joining Seramount, Maria worked in enrollment marketing, diversity recruitment, college admissions, and K-12 case management.
Maria holds a degree in Social Work from Baylor University. She currently resides in Philadelphia, PA. In her free time, she loves trying new brunch spots, connecting with her women’s hiking club, and working on her indoor garden.
