Orgnostic’s approach to People Analytics revolves around stories and questions. One of their mottos, you could say, is “data storytelling instead of dashboards”. Their idea is that all sets of data contain a story, and with the right questions, that story can be uncovered and it can be crucial to business decision-making. 

It also makes metrics easier to understand and share with your team. Within the platform, each metric is accompanied by an explanation. These explanations are powered by over 30 years of research on organizational culture and leadership, covering over 10,000 companies.

Through a couple demos of the tool and our own take at a free trial, we could see some of this in action. Take a metric like Turnover Rate. Orgnostic allows you to observe your turnover through time and identify trends and changes while also being able to filter per departments, locations, roles, teams etc. to better understand turnover per different demographics and be able to act accordingly. What’s great is that they also accompany that with a definition of the metric, an explanation of how they calculate it, the data source, and the insight, as shown below: 

The insight is perhaps the most interesting part, and where Orgnostic truly shines. You get a well-written take on why that metric is important, what you can do with it, and how you can combine it with other metrics to develop a deeper understanding of the underlying issue. 

Some metrics contain deeper insights, usually appearing if the system finds an anomaly in your data. An example of such an anomaly would be a gender pay gap. The following screenshot shows you how much they can share on that given metric, including suggestions on what to do about it, like encouraging negotiations by making the salary range for a position completely transparent. 

Getting Started with Orgnostic

For the user, getting all this presented is quite simple. You’d start by signing up for a free trial, and then either choose an HRIS or ATS to integrate (see our integrations section for a full list), or reach out to their team to manually connect another system. You could also add data via a spreadsheet or CSV file. 

Once this is done (the time varies depending on the amount of data), you can start reading up on the story behind your numbers, but another great aspect is that you get an automatic data audit. The system tells you which areas to improve, and you can reach out to their team for further clarification. 

Orgnostic Workplace Surveys

Speaking of automation and data gathering, Orgnostic also supports surveys. Onboarding and exit interviews can be triggered by events in your HRIS or ATS. Once answered, these provide data that is fed directly into Orgnostic, closing the loop. They also have diagnostic, pulse and many other types of surveys stemming from the psychology departments of Harvard and the University of Michigan. 

Does that all sound straightforward? We’ll say it most certainly is. The platform is very intuitive, well-designed, easy to use, and also pleasing to the eye. If you have seen a fair share of People Analytics tools and found some of them too excel-looking, Orgnostic will feel like a breath of fresh air. 

Orgnostic’s Search Function

Recently-strengthened is their search option, found in the navigation bar. Through this, you can search for any metric or topic. As you start typing, there is a drop down that shows options and suggestions (like on Google) of the various People Analytics chapters available within the tool. Once you click on the metric, it will take you directly to the chapter where that metric is so you can explore in detail. As of 2023, it's got a function similar to ChatGPT, where you can give it prompts and have it perform actions instead of being limited to search.