📌 Section 1: Set Your People Roadmap Hypothesis

🎯 Define business priorities this quarter

• [ ] Have I reviewed company OKRs or strategic goals?
• [ ] Have I identified how People can directly support these?
• [ ] Have I mapped People initiatives to business impact (e.g. retention, speed, cost)?

🧭 Create your People product roadmap

• [ ] What are the 2–3 People projects we need to ship this quarter?
• [ ] Do these projects support key outcomes (e.g. onboarding, manager quality, internal mobility)?
• [ ] Have I written clear problem/opportunity statements for each?

📊 Section 2: Define and Track People Metrics

📐 Set metrics that tie People to business outcomes

• [ ] What are my current metrics across:
  • [ ] Hiring (e.g. time to hire, quality of hire)
  • [ ] Performance (e.g. % top-rated, underperformance rate)
  • [ ] Retention (e.g. regrettable attrition, exit reasons)
  • [ ] Engagement (e.g. eNPS, survey response rates)
  • [ ] Productivity (e.g. time to productivity, internal mobility)

📈 Add “People ROI” metrics

• [ ] Revenue or output per employee (by team/role)
• [ ] Promotion vs. attrition ratio
• [ ] Cost of turnover vs. cost of development

🧠 Use AI to analyse

• [ ] Can I run a quick AI analysis of performance + engagement + commercial data?
• [ ] What insights can I surface for the exec team from this?