Using data to make decisions

For this week’s blog post, I decided to do a bit of research on Gary Vaynerchuk since we are reading his book, Jab, Jab, Jab, Right Hook, throughout this module. I found a recent news article from AdWeek that discusses how Vaynerchuk uses data analytics to help with hiring and promoting decisions. The reason I was interested in this article was because he uses the same methodical approach to people management as he does marketing. In his book he mentioned the importance of doing constant analytics, learning from the numbers and creating insights to improve marketing campaigns. He takes this same approach to his Human Resources practice and people management. His leadership team uses analytics about their employees to learn about their workforce, make insights about who should get promoted, and then use that data to execute on promotion decisions. I also found it interesting that the employee data helps to jump people through the organization without regard to a “traditional” approach to promotion. For example, based on reviews and employee data, if an employee is doing exceptionally well, they can jump the ranks.

Side note: For those of you taking CMGT505, I thought this would resonate especially well with all of you, as it fuses interpersonal communication with the marketing communication of this course. I always love when the content and insights blur between my courses!

Reference:
Coffee, P. (28 Oct. 2016). “Gary Vaynerchuck told us how he decides which employees to promote and let go.” AdWeek. Retrieved 3 Nov. 2016 from, http://www.adweek.com/agencyspy/gary-vaynerchuk-told-us-how-he-decides-which-employees-to-promote-and-let-go/119804.