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Solving Business Challenges with People Analytics (Part 1)

AnonymousBy Sarah Hall 6 years ago
Home  /  Human Resources  /  Solving Business Challenges with People Analytics (Part 1)

In order to truly understand any problem, issue, or contemplated change in a business, leaders and consultants need to look at the given business challenge from every angle. Unfortunately, getting People Analytics right is more complicated than it sounds.

Currently there are two distinct methods for gathering People Analytics:surveys and interviews.

It’s easy to see the appeal of surveys – they’re fast and easy. Often they’re inexpensive, too. You can ask as many questions as you want to as many people as you want. However, there are downsides to this approach.

  1. Survey Fatigue. Today people are bombarded with surveys asking their opinion on countless different things – with no tangible outcomes or results from the time they invest filling them out. Over time, this results in low engagement and participation.
  2. Numbers without Context. The responses gathered from surveys are incredibly numerical-data heavy. However, what surveys fail to capture is why participants provided those numbers. This leaves business leaders and consultants wondering what the root causes are that need to be addressed.
  3. Manual Data Analysis. Once the data from the survey has been aggregated, then business leaders and consultants must manually crunch the results – often in spreadsheets. The data must be manually cleansed, sorted, and analyzed. This is a time intensive process that still does not get to the heart of the business challenge at hand.

Interviews enable business leaders and consultants to speak directly with those involved in the process. Interviewees can provide context for their responses and interviewers can ask follow-up and clarification questions. Truly in-depth conversations can take place. However, there are downsides to this approach as well.

  1. Expensive and Time Consuming. In-person interviews are expensive both in terms of tangible cost and the time invested in these interviews. It takes time and energy to schedule interviews with everyone as well as the cost of traveling to each of these interviews.
  2. Limited Perspective & Poor Data Consistency. Even though an interviewer can spend a substantial amount of time with each individual, it is impossible for interviewers to speak with everyone impacted by this issue. Furthermore, there is no way to ensure a consistent interview experience for those who do participate.
  3. Lack of Honest Feedback. Anonymity is key in order to truly solicit honest feedback, especially from those who may experience ramifications because of their feedback. Any type of traditional interview does not allow for participants to provide this type of feedback.

So where do business leaders and consultants go from here? How can you capture meaningful People Analytics to inform business decisions?

At 9Lenses, we have combined the best elements of the different approaches to discovery in a new way. Now leaders and consultants can quickly and easily capture People Analytics through digital dialogue. 9Lenses gives decision-makers the ability to interview all relevant stakeholders with software.


Business leaders and consultants need to interact with stakeholders in a meaningful way. By asking only questions relevant to the given business challenge, you’re respecting stakeholders’ time. You’ll have the opportunity to ask more questions later. To gain buy-in from stakeholders on an individual level, communicate the value of what you’re doing and why they personally should participate. You’re genuinely interested in what they have to say and need their feedback – let them know that.


After gathering feedback from a much broader audience than could be tapped in traditional discovery methods, you can dive straight into analysis. There’s no need for data cleansing, excel manipulation, or manual report building. The results automatically aggregate into the 9Lenses analytics platform. Instantly see interactive reports and charts as well as platform-highlighted areas that need immediate attention. You’ll also have the ability to conduct unlimited in-depth segmentation analysis. This gives you targeted action steps while still preserving the anonymity necessary for honest feedback.


This transitions straight to building upon the results of the data. You can quickly develop action plans by flagging the comments and numbers that are the most actionable. The ability to export any image from the platform also gives you the ability to easily build reports and presentations. Furthermore, the digestible format of the data equips you to clearly communicate the results to those who participated – building the relationship between you and the stakeholders, resulting in even higher participation and engagement in future projects.

These three straightforward elements of next-gen business process optimization are all accomplished in the 9Lenses platform. We have developed robust best practices and software tools to equip business leaders and consultants to gain in-depth insights necessary to make informed decisions. Over the next three posts in this series, we’ll delve into:

  • Asking the right questions
  • Increasing participation and engagement
  • Collecting meaningful data
  • Conducting in-depth analysis without manual data manipulation
  • Equipping yourself to act on the data
  • How to communicate results to leaders and stakeholders
  Human Resources
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