In a recent LinkedIn post, Ben Eubanks addresses the common struggles HR professionals face when trying to leverage data effectively. Writing for his audience of HR practitioners, Eubanks aims to provide practical guidance for those who feel overwhelmed by the sheer volume of information available, yet lack the actionable insights needed to drive organizational change.
Eubanks highlights a frequent predicament where HR teams find themselves “drowning in data but starving for actual insights.” This sentiment captures the frustration of collecting numerous metrics without a clear understanding of what they signify or how they can be used to improve HR functions and business outcomes. He points out that many HR professionals feel stuck, particularly when comparing their current state to the advancements seen elsewhere.
“It’s a practical session for those HR pros who feel like: … they are stuck in ‘Spreadsheet Purgatory’ while everyone else talks about fancy AI dashboards.”
Navigating ‘Spreadsheet Purgatory’
A significant portion of Eubanks’s post is dedicated to articulating the challenges that prevent HR teams from moving beyond basic data collection. He identifies a common fear among practitioners, noting that some are “secretly afraid of what the numbers might show about a favorite project.” This fear can lead to a reluctance to delve deeply into data, potentially masking underlying issues or the ineffectiveness of certain initiatives.
Furthermore, Eubanks touches upon the perception that quantifying human aspects of HR can feel counterintuitive. He lists the feeling that “quantifying people feels like it takes the ‘human’ out of HR” as a barrier for some. This highlights a critical tension in HR analytics: the need for objective, data-driven decision-making versus the inherently human-centric nature of the field.
From Data to Dialogue: Communicating HR’s Value
Eubanks also addresses the difficulty HR professionals have in communicating their findings to leadership. He notes that many report their insights “constantly fall on deaf ears once they hit the leadership suite.” This communication gap is often exacerbated by a lack of confidence when presenting to finance teams or a feeling of “imposter syndrome” when discussing metrics with colleagues from more traditionally data-intensive departments.
A key problem Eubanks identifies is the disconnect between having the raw numbers and being able to translate them into a compelling narrative. As he puts it, many have “the ‘what’ (the numbers) but no idea how to explain the ‘so what?’ (the story).” This inability to articulate the impact of HR initiatives can lead to leadership prioritizing metrics that are easier to quantify, even if they are not the most critical for organizational success.
“their leadership only cares about the bottom line, ignoring the ‘soft’ metrics that matter.”
The challenge is further compounded by the dynamic nature of business goals and external economic factors. Eubanks points out that KPIs can struggle to remain relevant when “their company’s goals change too fast for the KPIs to ever stay relevant.” Additionally, the time spent on data extraction often overshadows the time available for actual problem-solving, leading to a cycle where HR teams are perpetually chasing data rather than acting upon it.
The Path Forward: Practical Measurement for HR
In his post, Eubanks signals that his upcoming panel will focus on these very issues, aiming to equip HR professionals with the skills to not only measure but also to effectively communicate the value of their work. The session is designed for those who are not yet advanced analytics experts but are seeking tangible ways to improve their data literacy and impact.
By acknowledging these common pain points, Ben Eubanks aims to create a supportive environment for HR professionals to learn and grow. His approach emphasizes practicality, seeking to demystify HR analytics and empower practitioners to gain a more meaningful seat at the decision-making table.
“they are tracking things just because they’re easy to measure, not because they’re important.”
Ultimately, Eubanks’s message is one of empowerment, encouraging HR professionals to move beyond the mechanics of data collection and towards a more strategic use of insights that can genuinely influence business strategy and demonstrate the crucial role of human capital in organizational success.
📝 About This Content
This article is based on insights shared by Ben Eubanks on LinkedIn.
📅 Originally posted on February 27, 2026 | View original post on LinkedIn →