The document summarizes the people analytics work done by Nielsen over the past few years. It discusses how Nielsen started with limited data and basic tools like Excel but was able to gain insights and drive action. Key milestones included expanding people analytics projects to more countries and business units, analyzing topics such as women in leadership, employee rehires, and university recruiting. The work helped reduce attrition, save costs, and give managers useful insights. The CEO notes that Nielsen's focus is on using people analytics to create outcomes and drive business impact, not just provide reports.

1. Breaking Myths with Agility
and Passion
​Piyush Mathur
​SVP People Analytics
​Doug Shagam
​VP Enterprise Analytics

2. I think I know

3. “We are a measurement
company”
Mitch Barns
CEO
”

4. PANEL
HOUSEHOLDS
6.7 BILLION
STORE TRANSACTIONS
EACH MONTH 34 MILLION
RETAIL ITEMS
1.7 MILLION
STORE VISITS EACH MONTH
BUYER
250K
TV ONLINE
MEANINGFUL PARTNERSHIPS
1.6
TRILLION
IMPRESSIONS PER YR
U.S. TV
VIEWERS
24X7 MONITORING OF
9,000 STATIONS AT 900 U.S. SITES
1.7 BILLION
VIEWING RECORDS
EACH MONTH
MOBILE
SURVEYS FROM
500,000+
MOBILE USERS
7 MILLION
WEB EVENTS DAILY
FROM MOBILE
DEVICES
For over 90 years, we have been at the forefront of measuring consumers around the world,
helping clients drive better business decisions and profitable growth over time.
We are fortunate to do this with over 44,000 associates with a presence in 107 markets.

5. Our Own
Associates
Our Clients’
Businesses
Big Data Expertise
World-class Analytics
Action from Insights

6. Our
people
analytics
journey
Before
2015
Classic Story
of the
Shoemaker’s
Son
Early
2015
Early
2016
Laying the
foundation
First Impact on
the Business
Late
2016
Sharing our
People Analytics
story with others

7. “I’m not sure where to even begin”

8. “I’m not sure where to even begin”
Make sure you are answering a critical question for your business
Belief Attrition seems high
Proof
One US Bus. voluntary turnover is at XX%,
which is higher than the company average
Business
Case
Every point of attrition costs us $5 million

9. “Estimating financial impact is difficult”

10. “Estimating financial impact is difficult”
Keep it simple when quantifying the opportunity
# of associates for every 1 pt of attrition
Average salary by level
x
Weighted based on tenure and level
x
Band 1-4 Band 5-6 Band 7-8
<1 year 50% 40% 25%
>1 year 75% 50% 40%
ex:

11. “Our data isn’t good enough to work with”

12. “Our data isn’t good enough to work with”
Start with the data you have, and keep adding to the foundation
Level
150
Variables
Added
Still
improving!
20
Preliminary
Variables
Office
Location
Manager’s
Rating
Demos
Span of
Control
Vacation
Time
Commute
Time
ERG
Involvement
NLSN
Cares

13. “We need to grow our associates vertically”

14. “We need to grow our associates vertically”
Growing associates laterally is also important to retain talent
MORE LIKELY TO QUITLESS LIKELY TO QUIT
Career
Movement
Performance
Engagement
Hiring
​Relative voluntary attrition likelihood
Promoted
Lateral Move
4 rating (vs. 3-rating)
Manager rating (one point increase)
Client Onsite location (vs. all others)
No rating (not here long enough to receive rating)

16. “Our end goal is to uncover great insights”

17. “Our end goal is to uncover great insights”
Focus must be on creating outcomes and driving action
109 40% ½
Project expanded to seven additional countries evaluating over 20,000 employees
8M
“I like that this isn’t just a weather report,
but rather a weather forecast” Vicki Gardner, SVP
Digital Enablement

18. “I don’t have the resources to do People Analytics”

19. “I don’t have the resources to do People Analytics”
All you need are basic tools (excel) and passionate associates

20. “I don’t have the resources to do People Analytics”
All you need are basic tools (excel) and passionate associates

21. Answer a critical business question
Use the data and resources that you have
Tell a compelling story- and drive action!
1
2
3

22. Our
people
analytics
journey
Feb
2016
July
2016
Women in
Leadership
Analysis
Rehire
“Boomerang”
Analysis
October
2016
Our shoes still
have some holes
in them…
University
Recruiting
Analysis
Strategic
Workforce
Planning
March
2016
May
2016

23. I think I know