Small people analytics teams may have limited resources, but they can still make a big impact. In our latest people analytics series, we had a chat with Christopher Cerasoli to discover the secrets to success for small teams. From prioritizing scalability and systematic approaches to building relevance and strong relationships with HR business partners, join us as we explore Christopher's tips for maximizing impact with a small people analytics team.

The Three S's: Scalable, Systematic, and Sustainable

According to Christopher, small people analytics teams should follow the three S's: "Your work should be scalable, it should be systematic, and it should be sustainable." Emphasizing scalability, he suggests that most of the work done by small teams should require minimal effort to produce a significant impact. This force multiplier effect allows the team to leverage their limited resources to achieve optimal results.

When discussing systematic approaches, Christopher highlights the importance of being strategic in project selection and execution. He states that the team's work should link up to the organization's priorities and fit holistically within the team's broader ecosystem. By understanding the company's goals and objectives, small teams can ensure that their work aligns with and supports the business's strategic needs.

Finally, Christopheri underscores the importance of sustainability. He warns against taking on tasks that require a lot of manual, repetitive work, stating that "people analytics done right is 90% consulting, 10% data." Making the team's work sustainable involves streamlining processes, automating repetitive tasks, and having clients and partners own a significant portion of the process to reduce the burden on the small team.

Leveraging the Advantages of Small Teams

Christopher encourages small teams to view their size as an advantage, not a disadvantage. With limited resources, small teams are forced to prioritize and tactfully decline requests that don't align with their core expertise. This focus on core competencies helps to proactively market the team's capabilities and communicate their value to the organization. By being selective and intentional about the projects they undertake, small teams can optimize their impact and avoid overextending themselves.

Building Relevance and Relationships

Additionally, Christopher advises small teams to "make yourself relevant to your partners, your HR business partners." This involves developing strong personal relationships, understanding their daily tasks, and aligning with their business strategies. By fostering strong connections with HR business partners and focusing on their priorities, small people analytics teams can maximize their impact and position themselves as indispensable assets to the organization.

Christopher also highlights the importance of staying up-to-date with industry trends and maintaining a growth mindset. By continually learning and adapting to new challenges, small teams can remain relevant and valuable to their HR partners and the organization as a whole
Connect with Christopher Cerasoli.