Process
From people decisions to a briefing you can defend
A clear path so metric work stays tied to leadership questions—not to every column in your HR extract. Each stage can stand alone or chain into a workshop series.
Frame the decisions
We list the workforce questions leadership actually asks each month. Metrics that do not answer a decision are parked.
Check the extracts
We review sample people data for missing dates, unclear status codes, and org cuts that break in Vietnam vs regional views.
Draw the metric map
Each retained metric gets a definition, owner, refresh rhythm, and a sketch of how it should appear in a briefing.
Shape the briefing
We order pages so headcount, attrition, and tenure read calmly—without packing every cut onto one noisy slide.
Handoff and refine
Your team owns the build. We offer a short clinic after the first leadership review to tighten wording and filters.
What to bring to the first session
A recent headcount or attrition extract (redacted if needed), one leadership pack that currently causes confusion, and a short list of decisions people leaders make each month.
That is enough for a useful diagnosis. Missing fields are noted; we do not stall the room hunting perfection.