In a recent LinkedIn post, Suzanne Lucas discusses the limitations of traditional dashboards in high-turnover industries and advocates for a shift towards action-oriented solutions. Lucas, a recognized voice in the business world, highlights that while dashboards have been a staple for observing key metrics, they primarily offer retrospective insights without driving proactive change.
Lucas begins by acknowledging the historical significance and utility of dashboards, stating:
“The dashboard era is ending. Look, I’m so old, I remember when the dashboard era began. And don’t get me wrong, dashboards are super helpful. But there’s just one problem: They only tell you what has happened.”
The Static Nature of Dashboards
The core of Lucas’s argument centers on the passive nature of dashboards. While they are effective at informing users about past events, they do not inherently facilitate problem-solving. In industries characterized by high employee turnover, Lucas points out that dashboards merely present data on issues such as turnover rates, open positions, no-shows, and scheduling gaps.
According to Lucas, this focus on observation, while valuable, is insufficient for addressing persistent challenges.
“It doesn’t do anything to fix those problems. We’ve optimized observation–which is awesome. But the industry needs to move toward action.”
She emphasizes that the industry’s progression requires moving beyond mere observation to implement tangible solutions that address the root causes of these metrics.
Introducing Action-Oriented Solutions
Lucas then pivots to highlight solutions that enable action, specifically referencing Cue by Fountain as an example. She explains that such tools are designed to actively move candidates through the hiring process, requiring human approval but automating subsequent steps.
The Impact of Actionable Technology
The post details the tangible benefits experienced by users of Fountain, suggesting that these action-oriented platforms offer a significant improvement over static dashboards. Lucas shares specific results observed by Fountain customers:
- 80% faster time-to-hire
- 66% less applicant ghosting
- 50% reduction in onboarding drop-off
- Managers reclaim 9+ hours per week
These statistics, as presented by Lucas, underscore the potential for technology to not just report on problems but to actively contribute to their resolution. She concludes by contrasting the dynamic impact of these systems with the static nature of traditional dashboards.
“A bit better than a dashboard that just sits there.”
Lucas’s insights suggest a strategic imperative for businesses in high-turnover sectors to evaluate their reliance on purely observational tools and to explore technologies that facilitate proactive engagement and process optimization in their hiring and onboarding workflows. While noting the post was sponsored by Fountain, Lucas maintains that her opinions are her own, reinforcing her journalistic integrity in analyzing the product’s utility.
📝 About This Content
This article is based on insights shared by Suzanne Lucas on LinkedIn.
📅 Originally posted on June 23, 2026 | View original post on LinkedIn →