If you’re a high achieving HR professional then you’ve LIKELY considered adding metrics to your HR strategy.

Maybe your organization has been asking for them for awhile…

… and you haven’t quite found the time to “figure it all out.”

But you keep coming back to metrics as a possible solution. A way to transform your HR practice from a tactical deliverer to a strategic partner.

wihtoutdoubt

That you’re not focusing your efforts on the right activities that drive employee engagement in the right direction.

••••• OR•••••

You’re not adding the most strategic value you have to offer…

keepreading

Because what follows below could EASILY be the best decision you make for your HR career when you look back, even 90 days from now.

question

How is your HR work adding value to the organization? 

Gulp.

Your boss has asked you hundreds of times.

Your clients have asked you dozens of times as well.

Maybe even your friends wonder aloud what you actually do.

And while they all have good intentions, the question still stops you in your tracks.

Especially when you’ve had a rough “tactical” day.

Maybe you can relate.

It still makes me want to roll my sleeves up and start listing the number of “things” I did each day to keep the organization afloat.

How many questions about the PTO policy I answered. The meetings I attended to make sure I was “looped in.” The Employee Relations conversations… the PIP planning. And of course, the various HRIS updates, reporting structure changes and so on.

I felt like I was tactical hell. 

And I was letting my clients down. 

But that single question… and the ACTIONS I took to finally be able to confidently answer it, is the key to YOUR success with HR metrics.

My name is Melissa Anzman and I’m the founder of bettHR. I’ve spent over 15 years in HR and Employee Communications roles, helping HR become a profit center by focusing on growing HR’s own key talent and delivering meaningful employee engagement through HR metrics.

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.

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 dismal 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’ve been taking clearly isn’t working and if we don’t drastically change it, we will never be able to move the engagement needle in the right direction.

There has to be a better way.

There is. 

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

mistakes

MISTAKE #1: SIMPLY CREATING METRICS

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.

MISTAKE #2: PLOPPING YOUR METRICS ON A “DASHBOARD”

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.

MISTAKE #3: FOCUSING ON THE TACTICS, NOT THE STRATEGY

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.

We had absolutely no metrics to start with, having a hard time getting our business case across to the business. After our HR metrics evaluation and strategy, we not only had metrics, but we were also able to have an additional $1M approved to our HR budget.

VP, HR

smart

If you’re reading this, then you already KNOW that building smart HR metrics is critical for your success as an HR Business Partner.

But maybe you didn’t know that by creating the right metrics, (and knowing how to tell their story), you will also 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.

And since you’re still with me, then I couldn’t be more excited to introduce you to my signature program…

Introducing Strategic Storytelling for HR: Using Data to Drive Decision Making

After spending over 10 years developing, optimizing and delivering proven HR metrics that get results.

That’s why now I’ve put together a step-by-step system to help you overcome each of these mistakes and ensure you reach your goal of growing your HR career (and adding tremendous value to your employees – skyrocketing engagement)!

Strategic Storytelling for HR isn’t just a course. It’s a master class and system designed to take you by the hand and teach you the principles and strategies you need to create smart HR metrics and increase actual employee engagement.

And to provide the accountability, support and resources you crave.

  • Easy-to-follow lessons? 
  • Supportive community of other HR professionals? 
  • Built-in accountability?
  • One-on-one interaction/Q and A when you get stuck? 

WORKS2

mod1

 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).

mod2

 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.

mod3

 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.

mod4

 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. 

#1: 7 HR Metrics to Start (with formulas)

($97 VALUE)

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.

#2 – HR Dashboard Samples

($297 VALUE)

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.

#3 – HR Metrics Starting Template (calculations included)

($197 VALUE)

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.

#4 – Business Case Sample

($197 VALUE)

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

#5 – TWO Live Q&A Calls

($500 VALUE)

#6 – FOUR HRCI HR Business Re-Certification Credits

($500 VALUE)

How much does it cost?

Most people believe they have to be a “data scientist” or “data analyst” to be or spend years and a lot of money investing in fancy programs to deliver metrics that allow them to measure HR’s impact.

Instead, I’ve discovered that using the tools and resources that you have, with a little bit of knowledge of how HR metrics can work, is the key to making meaningful and impactful movement with employee engagement.

If you are an HR professional who is tired of the same HR hamster wheel of programs and activities, and you’re ready to quit the plug-and-play, this is for you.

I was just like you.

…and this is the system that finally enabled me to break the cycle, save companies millions of dollars, and grow my HR career exponentially.

You have two options…

Option #1: Keep doing what you’ve been doing (and be frustrated and annoyed with the results)

Option #2: Join Strategic Storytelling for HR and let me help you create HR metrics that will propel your HR career forward…

To prove to yourself that you CAN hop off the HR hamster wheel.
To focus on the projects you want to work on.
To make an impact to your company.
To deliver actual HR results to your employees.

What’s it going to be?

I wanted to follow-up because 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

join

Important details:

 As soon as you complete payment, you’ll get access to the course.

 Your course will take place 100% online

One module will release each week, but you can work at your own pace and have lifetime access

 You will receive FOUR HRCI HR Business re-certification credits upon completion

SFHR COMPLETE

$ 2497

One Time Payment
  • The complete Strategic Storytelling for HR Course
  • 4 HR Business Credits by HRCI
  • 6-Months of Unlimited Coaching
  • Participation in (12) Live Q&A Calls (2 per month, during 6 month time period)
  • Access to (4) HR Metrics Case Studies
  • One-on-One Support in Creating & Designing Your HR Dashboard
  • All Launch Bonus Materials – including new items added throughout the year
Get Started Now

SFHR STANDARDMost Popular

$ 1497

One Time Payment
  • The complete Strategic Storytelling for HR Course
  • 4 HR Business Credits by HRCI
  • 6-Months 3-Months of Unlimited Coaching
  • Participation in (12) 6 Live Q&A Calls (2 per month, during 6 3 month time period)
  • Access to (4) HR Metrics Case Studies
  • One-on-One Support in Creating & Designing Your HR Dashboard
  • All Launch Bonus Materials – including new items added throughout the year
Get Started Now

SFHR STARTER

$ 497

One Time Payment
  • The complete Strategic Storytelling for HR Course
  • 4 HR Business Credits by HRCI
  • 3-Months of Unlimited Coaching
  • Participation in (12) 2 Live Q&A Calls (2 per month, during 6 month time period)
  • Access to (4) HR Metrics Case Studies
  • One-on-One Support in Creating & Designing Your HR Dashboard
  • All Launch Bonus Materials – including new items added throughout the year
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.

Frequently Asked Questions

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?

Strategic Storytelling for HR s a self-paced course, meaning you can work as many or as little hours per week as your schedule allows.

That said, you should expect to invest about 60 minutes per week in watching the lessons, and another 4-5 hours per week putting them into action.

As you’ll find, Strategic Storytelling for HR is designed for rapid implementation.

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

Yes, the lessons in Strategic Storytelling for HR are not dependent on the industry you’re in – they are proven strategies that work across many different company sizes, types, industries, etc.

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 do I get in touch?

Absolutely! I’d be happy to answer any questions you may have. Just send me an email at melissa@mconnectedcommunications.com.

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? Thank you!

Carrie

Melissa was able to save our company over $500k in one year, while increasing our communication metrics and engagement scores.

VP, Benefits

SFHR COMPLETE

$ 2497

One Time Payment
  • The complete Strategic Storytelling for HR Course
  • 4 HR Business Credits by HRCI
  • 6-Months of Unlimited Coaching
  • Participation in (12) Live Q&A Calls (2 per month, during 6 month time period)
  • Access to (4) HR Metrics Case Studies
  • One-on-One Support in Creating & Designing Your HR Dashboard
  • All Launch Bonus Materials – including new items added throughout the year
Get Started Now

SFHR STANDARDMost Popular

$ 1497

One Time Payment
  • The complete Strategic Storytelling for HR Course
  • 4 HR Business Credits by HRCI
  • 6-Months 3-Months of Unlimited Coaching
  • Participation in (12) 6 Live Q&A Calls (2 per month, during 6 3 month time period)
  • Access to (4) HR Metrics Case Studies
  • One-on-One Support in Creating & Designing Your HR Dashboard
  • All Launch Bonus Materials – including new items added throughout the year
Get Started Now

SFHR STARTER

$ 497

One Time Payment
  • The complete Strategic Storytelling for HR Course
  • 4 HR Business Credits by HRCI
  • 3-Months of Unlimited Coaching
  • Participation in (12) 2 Live Q&A Calls (2 per month, during 6 month time period)
  • Access to (4) HR Metrics Case Studies
  • One-on-One Support in Creating & Designing Your HR Dashboard
  • All Launch Bonus Materials – including new items added throughout the year
Get Started Now

Upon completion, you will receive FOUR HR Business HRCI re-certification credits