Do Current HR Tools Give Us Good Data?

If you have ever used a competency model, performance ratings, or an employee opinion survey then today’s blog post is for you. Now you know what makes good data – let’s see how your HR tool stacks up.
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Marcus is the author of two of the best-selling business books of all time, has two of the most circulated, industry changing cover articles on Harvard Business Review, and has been the subject of in-depth profiles in The New York Times, Wall Street Journal, USA Today, Forbes, Fortune, Fast Company, The Today Show, and The Oprah Winfrey Show. After spending two decades studying excellence at the Gallup Organization, and co-creating the Strengthsfinder tool, he built his own company that began as a Coaching + Education firm, and quickly turned into a Human Capital Management Tech company. He is known as the world’s most prominent researcher on strengths and leadership at work, and today leads all People + Performance Research as Head of the ADP Research Institute.
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Marcus’ Books:

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"Employees are more reliable raters of their own performance.


Ratings by external parties tend to be 61-62% more reflective of the rater; not the ratee. All competency ratings are unreliable data.


Idosyncratic rater of your performance and potential.
Ie. 9 box grids, 360 feedback



Engagement surveys are reliable because we are a reliable rater of ourselves. They often produce variation by departments.


Do those scores matter? Does it produce more positive employee behaviour? If we can't prove that, then the scores are invalid because it doesn't produce results."