Use Data and Storytelling to Drive Decision Making and Kick-ass HR Results

Career-changing question for HR pros, experts and superstars READY to be more strategic in their role and grow their impact within their company:

What’s the difference between being a strategic HR partner delivering measurable results and objective expertise while freeing you up from the constant work piling up…

…and doing tactical HR work that has you feeling under-utilized, under-appreciated and burned out?

If you guessed…

working even more hours to take on additional work. You’d be wrong.

implementing the best practices from employee engagement experts. You’d be wrong.

or saying yes to every single request, email or meeting that comes your way with the hope of being recognized, you’d still be wrong.

Because at the end of the day, it’s not an unreasonable amount of hours stuffed into a day or throwing every single best practice towards your HR issues, that will pave the way to you being a successful strategic HR partner.

Like anything else, there is a clear set of rules that separate truly impactful strategic HR partners who love the work they do each and every day, from the “why did I choose HR as my profession, this sucks” busts.

If you’re ready to claim your spot in the former…


Here’s what you need to know about establishing yourself as a strategic HR superstar in the next 30 days and beyond.

While the opportunity to make an impact is greater than ever, your time is also already filled up to the max.

The days of stepping into HR and immediately being a trusted partner to increase engagement and fix all-things people-related, are long gone.

HR is the middle of the next evolution – and the market is about to change drastically. Moving to the tactical duties that will be fulfilled by AI, and the strategic HR pros who treat HR with the same amount of attention and focus other roles have been for decades.

If you stay with me, I’ll share the secrets that the top 10% of HR impact makers will leverage to stand out, make their mark, and lead the future of work (without sacrificing any more of their time).

After all, you probably already KNOW that adding more strategic HR practices is the key tipping point that will allow you to leverage your time, make an actual impact to the people you serve, and help you fall back in love with HR.

I just wanted to take a moment to thank you for the course that you put together. I feel like you were personally walking me through every bit of it. I will be going back over the lessons and using the resources for years to come. I feel like the course was created specifically for me – a non-analyst who is being forced to be an analyst, whether I like it or not! (I am actually beginning to enjoy it, I have to admit.)

Teresa, HR Generalist

Even if you’re lucky enough to be recognized as a strategic partner, you’re likely not implementing the best strategies – particularly when it comes to HR metrics.

Using strategic HR metrics, you can:


Even if you’re not yet feeling completely overwhelmed by the amount of work that is falling on your plate every day, having a clear roadmap as to what is the best investment of your time to make the biggest impact (and of course, drive the desired results your C-Suite is desperately seeking), will ensure you focus on the deliverables that not only make the most sense, but also drive results.


Understanding, through objective means, what’s working, what’s not, and why you got those results, will help you become hyper-efficient in delivering results for all of your HR projects and campaigns. You won’t have to throw the “40 best ways to boost engagement” on the wall – but instead, focus on the right tweaks that will provide real results.


This can lead to a lot more recognition, subject matter expertise nods, promotions, and all sorts of exciting and unexpected opportunities that add more connection and meaning in your HR career.



But where the heck do I start?

Perhaps in your most courageous (ahem, or exasperated?) moments you’ve made the commitment to start.

You’ve jotted ideas down, you’ve started looking into various dashboards or tech tools, maybe even calculated a few things.

If you’re super committed, maybe you even invested in some type of fancy data analytics software – or reviewed the output your company has from your HRIS, assuring yourself that you’d start implementing metrics in the elusive “someday, when I have time.”

But even with he best intentions, most would-be strategic HR partners end up abandoning HR metrics, allowing the tactical work to get in way… leaving room for someone else to step into that strategic role.

Here’s why most would-be strategic HR partners abandon HR metrics:

Without a super clear, easy to implement step-by-step plan, most would-be strategic partners get completely overwhelmed or lost.

They fall victim to the paralyzing math or tech hang-ups, there just isn’t any “spare” time in their workday, or it’s feeling over-complicated and there isn’t a clear place to start.


Here’s why this is career-killing.

As an already busy HR professional with employees and clients to serve, outcomes to deliver, and programs to rollout, you literally can’t afford the time to veer off course or make a wrong turn.

And the moment you get lost in HR metrics, it feels almost impossible to recover.

Therefore, creating your HR metrics program is one of the few things that you NEED to get right the first time.

You don’t have time for ambiguity or the patience to “test” things that kinda/sorta/maybe work.

And luckily for you, there are actually VERY FEW people out there doing it right – and this serves as your most powerful ADVANTAGE.

In all likelihood, your predecessor or colleagues have either failed to create anything meaningful or created something ineffective that no one is paying attention to.

Which means…

There’s a golden opportunity for you to jump in and show significant value in your HR work and use HR metrics to deliver real results.

With he right step-by-step easy to implement plan covering everything you need to know to create, track, measure, and implement HR metrics, you’ll be well positioned to quickly rise to the top of your team – and earn the recognition and rewards that come with it.

And the rewards are so worth it!

But before you dive in, be sure to avoid these three most common mistakes, at all costs!


There’s a big difference between creating metrics and creating meaningful metrics and analytics.

And understanding the difference, informs every data-driven decision you make.

From which metrics you should track to how you present those metrics to your leaders.

It isn’t just about creating metrics. It’s about creating the RIGHT metrics.


Having a dashboard is important, but useful dashboards have more than just numbers and charts.

Think of the last time you stared at an Excel worksheet – did you interpret the data the same way as your boss? (Did you even know what you were looking at?)

Your dashboard has to not only show the numbers, but also tell the story behind the numbers – so the data interpretation isn’t left to chance.


HR metrics are another (super-helpful) tool in your HR Tool Box.

But creating metrics can be tactical – what you’re going to track, how you’re going to monitor them and so on.

But the point of metrics, is to further support your STRATEGY.

Don’t get stuck in the tactical weeds of metrics – remember it’s about the strategy.

Ready to plug yourself into a proven, step-by-step implementation plan for building a thriving HR metrics program this year?

If you’re still with me reading this…

I KNOW you want to be doing more strategic work that makes you feel valued and engaged with your job.

I KNOW you’re willing to invest the time and energy as long as you’re 110% confident that those actions will reliably produce life-changing results.

I KNOW you’re committed to “doing the work” and executing like a pro as long as you have the right plan that leaves NOTHING out and nothing to chance.

And that’s why I’m so excited to invite you to join me in my program.

Use Data and Storytelling to Drive Decision Making and Kick-ass HR Results

The best program for creating, implementing and maintaining your HR metrics program in the next 30 days and beyond

HR Metrics 101 is the only program of its kind that not only shows you exactly how to create, implement and maintain your HR metrics program like a pro (without being an analytics expert!) – but how to use your metrics and the power of storytelling, to influence real results in your HR delivery and your career.

By the end of this program, you will be able to:

  •  Know exactly what will drive your employees’ behaviors – especially when it comes to employee engagement.
  • Quickly evaluate new HR projects and activities BEFORE wasting your time.
  • Have substantiated details when approaching key business goals.
  • Partner with leaders and key talent to consistently add strategic value and drive for results.

I am just so impressed with the course. I had foundational knowledge before, but the training related helped to refine my focus and offer some really great tools. I've had my work cut out for me trying to take the "fluffy" subjective HR stuff and make it as objective as possible for them. Now I'm able to focus on items that I can measure to really help paint of picture of if we're trending in the right direction.

Jason, HR Director

HR Metrics 101 is a new program – incorporating the best nuggets from our course, Storytelling for HR and over 20 in-person workshops and speaking engagements over the past two years.

Why enhance a program that was already working?

Because in this space, perfection matters.

As key talent in HR, your time, energy and results are precious assets – and I’m obsessed with protecting them and ensuring you’re leveraging all three, to the best of your capabilities.

That’s why my team and I have been refining, and perfecting literally EVERY aspect of HR Metrics 101 to make sure that every minute you invest in creating your HR metrics program will pay off for your career.

You can take confidence in the numbers and the proven results.

When we say “proven”… we mean it.

We have over 5,000 data points we’ve geeked out over (hello, we are into metrics!), to make sure that you’re getting access to a results-driven course fully optimized for your success.

We know what information you need to be able to take immediate action. Where you may get stuck. What resources will help you implement faster, and where you need step-by-step instructions to ensure you stay on track and get results.

As long as you’re ready to commit to the proven, battle-tested process we’ve created for you… there is nothing stopping you from being a successful HR metrics guru in the next 30 days and beyond.

How Does it Work?

HR Metrics 101 is an online course. You will get access to the course portal, the welcome module and module 1, as soon as you purchase the course.  You will receive a new module each week, for the next four weeks. But don’t fret – you’ll have forever access to each module once they are released, so you can work at your own.


What’s Inside HR Metrics 101:

 Evaluation of where you are today with your metrics. Whether you have a lot of metrics you’re already tracking, or you haven’t started yet – we’ll evaluate where you are in the process and get you ready to move forward.

 The key decisions you need to make for success. Using the magical three questions, you will get clear on what actions you need to take for success.

 Choosing your metric-focus. For each HR professional, the focus will be different based on the answers to the three magical questions.

 Data collection made easy. You don’t need to rely on expensive software solutions to get your metrics (unless you want to).

 Metrics rules and best practices. Learn everything you need to know to about metrics (without getting technical).

 Putting your story together with visuals. Tired pie charts and line graphs won’t do your new metrics and your story, justice. Instead, we’ll put the pieces together – join the story with the right visuals to represent your metrics.

Data analytics best practices. The difference between metrics and analytics explained – along with best practices for both so your data is always presented correctly.

Creating your HR dashboard. Putting all of the pieces together in an executive-worthy dashboard that adds continuous strategic value.

Why “storytelling?” Understand why telling the story is a critical part of the metrics puzzle.

 Storytelling 101. Learn all of the elements to create a successful story.

  How to pull the thread. Understand the importance of each metric to your organization and how to “pull the thread” from a number to impact.

Reacquaint yourself with what a business case is. It’s been awhile since most of us had to create a business case, but we’ll review all of the details about a business case so you’re refreshed.

 Adding value to the bottom line. Continuing to pull the thread, but also ensuring that what you’re doing and working on, constantly adds value to the bottom line (and how to gauge that!).

  Create your business case. It’s time for the rubber to meet the road! Put all of the pieces together to create your rationale and justification – for any project.

  From tactics to strategic partner. 

Plus an Exciting Stack of Bonuses Designed to Help you Hit the Ground Running and Accelerate Your Results

Bonus 1:FOUR HRCI HR Business Re-Certification Credits

Complete the course, and at the end you are eligible to receive four BUSINESS HRCI credits. ($500 VALUE)

Bonus 2: 7 HR Metrics to Start (with formulas)

Not sure where to start? This quick start guide gives you the best seven metrics to track and how to track them – with formulas included, making it fool proof. ($97 VALUE)

Bonus 3: HR Dashboard Samples

This is the mac-daddy of the bunch – take all of the guess work or design work (or ugh, Excel “stuff”) out of your dashboard and use one of these ready made templates when you’re ready to put your dashboard together. ($297 VALUE)

Bonus 4: HR Metrics Starting Template (calculations included)

If you’re like me, seeing is believing… and the ability to do. You’ll get a starting template for your metrics – calculations included. All you have to do is plug in your numbers and your metrics are born! Giving you a starting point without having to start from scratch, to tell your story. ($197 VALUE)

Bonus 5: Business Case Sample

You’ll get access to business cases that have led to success for our clients – including how to put your metrics to work. ($197 VALUE)

When you add it all up, that’s $997 for the starter course and $1,288 in bonuses, for a total real-world value of  $2,285.

But because I’m super excited to welcome you into HR Metrics 101, I’m giving you the opportunity to enroll in HR Metrics 101 TODAY at the special introductory price and two course options: 


$ 497

One Time Payment
  • The complete HR Metrics 101 Course
  • 4 HR Business Credits by HRCI
  • All Bonus Materials
Get Started Now

VIP ImmersiveFastest to Superstar Status

$ 1497

One Time Payment
  • The complete HR Metrics 101 Course
  • 4 HR Business Credits by HRCI
  • All Bonus Materials
  • 3-Months of 1:1 Coaching (4 sessions)
  • Participation in 2 Live Q&A Calls
  • Access to (4) HR Metrics Case Studies
Get Started Now

Picture2And you’ll be backed by our 14-Day “Try it & Apply it” Money Back Guarantee

Try the program for 14-days. If you’re not getting the results you were hoping for, just show us your work for Module 1 and we will gladly refund your money. No hassle, no mess.

Why there’s literally no better place to learn how to create and implement HR metrics – to deliver exponential value to HR

Hi there! Melissa here 🙂

And between friends, I have a confession to make.

There was time, not that long ago in my own HR career, where I was doing everything “right” with employee engagement, and still ended up stalling out my career and was on the brink of being fired.

In 2008, a client group of mine had a fairly low engagement score of 64. So we spent a lot of time, money and energy working with the employees in that group to increase their “engagement.” We hired a vendor to improve our recognition and rewards, we added more perks and benefits, we even tried some outside of the box solutions to get our team on-board.

And sadly, after all of that time and effort, our engagement results went DOWN.

Way down, into abysmal levels.

We were all perplexed with the results – after spending so much of our efforts on creating more engaged employees, we basically killed our engagement and no idea why.

It hit me hard.

It was my first big HR partner role, and I was just handed this worldwide client group – due to the work I had been delivering for other areas.

I was so upset with the results, I probably took them too personally.

But I felt like I failed my client as a business partner – I wasn’t able to deliver results that he desperately needed.

And I was working so darn hard trying to do that.

I spent a lot of time, energy and effort on employee engagement that year. I worked the long days, traveled to the various sites, and so on. I did everything… right.

But the results sucked.

I felt buried by the weight of the work.

The way I was working or managing my “HR practice,” wasn’t working.

At the end of another meeting with the leader discussing the poor results, I looked at him and said, “This can’t possibly be effective.”

The approach we’d been taking clearly wasn’t working and if we didn’t drastically change it, we would never be able to move the engagement needle in the right direction.

There had to be a better way.

There was. 

I doubled down on my HR goals and committed to influencing real engagement – this time, without throwing everything others said I should do, while STILL allowing me to deliver all areas of my role and having a life outside of work.

Within the first few months, I was able to use metrics to show us exactly what activities we needed to focus on, to drive results UP (not down again). After using the numbers to point us in the right direction, then to keep us on track, we were able to increase engagement by 45 points in one year.

I’m not the first HR leader to move the needle significantly with engagement, but I am someone who has helped over 2,000 HR pros do the same for their organizations (in 2018 alone) – with an average engagement increase of 18.6%!

Oh, and I’m not even going to make you become a math wizard (truth be told, I am NOT that great at math myself, definitely not a numbers person) – but instead, you’ll learn how to set-it and make the numbers work for you.

And if you want an HR career that is less complicated, more impactful and frankly, more FUN, I can’t wait to lead you down that path.



$ 497

One Time Payment
  • The complete HR Metrics 101 Course
  • 4 HR Business Credits by HRCI
  • All Bonus Materials
Get Started Now

VIP ImmersiveFastest to Superstar Status

$ 1497

One Time Payment
  • The complete HR Metrics 101 Course
  • 4 HR Business Credits by HRCI
  • All Bonus Materials
  • 3-Months of 1:1 Coaching (4 sessions)
  • Participation in 2 Live Q&A Calls
  • Access to (4) HR Metrics Case Studies
Get Started Now

Frequently Asked Questions

I’m feeling a bit overwhelmed by all the things I’m going to need to learn and execute inside this program. Are you sure I can do this?

I’ll be totally upfront with you.

YES, there’s a significant amount of things I’m going to ask you to learn and implement inside HR Metrics 101 and it will probably feel like you’re outside of your comfort zone at times.

And YES, you’ll have moments when you might curse my name out loud (with love I hope!).

But here’s the thing… As long as you’re willing to invest a few hours every week and reach out for help every time you get stuck, you can absolutely do this.

I’ve created this program to be everything you need to get started and make an impact – with no wasted time or energy. EVERYTHING you’re doing is bringing you one step closer to being a strategic HR partner and all the rewards and fulfillment it provides.

Will I be eligible to receive HRCI credits for this course?

YES! Upon successful completion, you will receive FOUR HR Business HRCI re-certification credits.

I'm not currently tracking any metrics, can I still take this course?

Yes! The great thing about this course, is it doesn’t matter if you’re a beginner or an expert – it will teach you exactly what you need to know, no matter where you are in the process. And the best part, is you can always repeat the process if you move into a new role or your company changes directions.

How many hours do I need to invest to get results?

HR Metrics 101 is an online course that is delivered over the course of a four week period, beginning Monday, April 1. Meaning you will get access to a new module each Monday, and can work at your own pace – as many or as little hours per week as your schedule allows.

That said, you should expect to invest about 1 hour per week in watching the lessons, and another 2-4 hours per week putting them into action.

As you’ll find, HR Metrics 101 is designed for rapid implementation – but you control the pace of completion.

I'm in x industry, will this work for me?

Yes, the lessons in HR Metrics 101 are not dependent on the industry you’re in – they are proven strategies that work across many different company sizes, types, industries, etc. You can take what you learn and apply it in your current role – and every role hereafter!

I'm not very techy - will I be able to follow along?

Yes! Being an expert in Excel (or any of the other number crunching platforms out there), is not a prerequisite. You will be able to complete the course without getting “techy” – especially as you’ll have templates provided for you. But we will always be available to assist you, should tech get in your way. ?

What is your refund policy?

We want you to be satisfied with your purchase but we also want you to give your best effort to apply all of the strategies in the course. Your investment is backed by a 14-day, 100% money back guarantee. However, in order to qualify for a refund you must submit proof that you did the work in the course (module 1 must be completed) and that the course still did not work for you.

I have a question, how can I get in touch?

Absolutely! I’d be happy to answer any questions you may have. Just send us an email at

I can't believe how much this course changed my HR career. I was doing well before, but starting to get burned out and was asking... what's the point? After taking this course, I feel like I'm focusing my time correctly at work, and making a difference to the employees I serve. Did I mention senior management has noticed as well?

Carrie, Comp & Benefits Manager



$ 497

One Time Payment
  • The complete HR Metrics 101 Course
  • 4 HR Business Credits by HRCI
  • All Bonus Materials
Get Started Now

VIP ImmersiveFastest to Superstar Status

$ 1497

One Time Payment
  • The complete HR Metrics 101 Course
  • 4 HR Business Credits by HRCI
  • All Bonus Materials
  • 3-Months of 1:1 Coaching (4 sessions)
  • Participation in 2 Live Q&A Calls
  • Access to (4) HR Metrics Case Studies
Get Started Now

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