Making HR Data Truer:
Free Worksheet from Dr. Nicole Eisdorfer
A practical companion to Collaborative Culture’s Episode 12 - Beyond Dashboards: Rethinking HR Data for Real Culture Insight (Metrics That Matter, Part 2).
In this episode of Collaborative Culture,
we sat down with organizational psychologist Dr. Nicole Eisdorfer, founder of Truer Words, to talk about why so much HR data feels off and what to do about it.
Nicole created Making HR Data Truer: How to rethink your metrics so they measure what matters worksheet as a companion to the conversation. It’s designed to help you look at your metrics with fresh eyes, spot where labels don’t match reality, and start better conversations about what your data is really saying.
Download NowWhat You’ll Get from Nicole’s Worksheet:
Use this worksheet with your HR, people, or leadership team to walk through four quick strategies that make your HR metrics more honest and more useful:
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De-label
Ask: “Where does the label make this metric sound more objective or more generous than it really is?”
You’ll look at labels (like “meets expectations”) and name the gap between what they pretend to mean and what they actually signal in practice—for example, how calibration rules and politics can compress ratings on high-performing teams. -
De-compose
Ask: “Where, when, and to whom is this happening?”
Instead of trusting neat averages, you’ll break data down by things like manager, shift, location, or tenure to find the real patterns—like an engagement score that looks fine overall but hides a 30-point spread between teams. -
Cross-link
Ask: “What hidden assumptions become visible when I connect this metric to another one?”
You’ll pair metrics (for example, engagement and turnover) to see where the relationship doesn’t behave as expected—like “high engagement” teams with high turnover—flagging where your definitions or data design may be flawed. -
De-assume
Ask: “Does the way we measure this metric reinforce or contradict what we say we value?”
This step helps you spot where numbers are quietly teaching the opposite of your values—for example:-
“We value collaboration” but only measuring individual performance scores, not team outcomes.
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“We prioritize well-being” but treating PTO usage as a disengagement problem instead of a recovery indicator.
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Meet Your Hosts
Dr. Kristine Gentry
Cultural anthropologist and founder of Culture Grove. Kristine brings a deep understanding of human behavior, systems, and storytelling to help companies cultivate thriving cultures.
Monica M. Smith
Global culture expert and founder of Tradewinds Career Consulting. Monica draws from lived experience leading diverse, multicultural teams across the world to help leaders navigate complexity with clarity.
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