HR Metrics 101 is a brand 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 Will it Work?

HR Metrics 101 is an online course. You will get access to the course portal and welcome module as soon as you purchase the course. Beginning Monday, April 1 – 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.

• Module 1: Available Monday, April 1
• Module 2: Available Monday, April 8
• Module 3: Available Monday, April 15
• Module 4: Available Monday, April 22

What’s Inside HR Metrics 101:

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

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 1010, I’m giving you the opportunity to enroll in HR Metrics 101 TODAY at the special introductory price and two course options: 

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.