#102 - Prasad Setty - Where Should People Analytics Focus Now, Founding @ Google, & Watch-Making
Sep 22, 2024
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Prasad Setty, a former VP at Google and lecturer at Stanford, shares profound insights on people analytics and its evolution. He discusses the importance of data-driven HR decisions and the challenges posed by generative AI in education. Setty also reflects on horology, the captivating world of watchmaking, and the meaning of time in our lives. The conversation humorously transitions to transportation trends, the fate of personal car ownership, and even Bond film nostalgia, combining technology and personal passion in a unique and entertaining way.
Prasad Setty highlights the transformative impact of data-driven People Analytics at Google, focusing on employee benefits over traditional HR objectives.
The 'Four E's' framework—Effectiveness, Efficiency, Experience, and Equity—provides a multidimensional approach for evaluating workplace interventions.
Setty underscores the value of constructive team conflict in fostering creativity and performance, advocating for healthy dialogue to enhance collaboration.
Deep dives
The Evolution of People Analytics at Google
Prasad Setty recounts his journey beginning in 2007 at Google, where he founded the People Analytics team. Initially tasked with consolidating HR analysts, he aimed to create a new identity that emphasized the benefits of data for employees, not just HR practices. This shift in focus prompted several innovative processes, including experimental studies aimed at improving employee experiences by promoting healthier eating habits at work. Such initiatives were part of a broader strategy to enhance productivity while addressing the unique culture of Google.
The Four E's Framework
Setty introduces the concept of the 'Four E's'—Effectiveness, Efficiency, Experience, and Equity—as critical metrics for assessing workplace interventions. Effectiveness pertains to the quality of outcomes, while efficiency addresses the time and resources involved in implementing processes. Experience focuses on how employees perceive these processes, and equity ensures that the implementation does not adversely affect any demographic group. This multidimensional approach highlights the complexity of balancing various aspects in organizational changes and suggests that compromises between these metrics are often necessary.
The Impact of Generative AI on Education
Setty shares insights on how generative AI is reshaping higher education by fostering co-creation among students. In his experience at Stanford, he emphasizes the value of dialogue between students and AI, enabling richer learning experiences. He points out the distinction between convergent and divergent problems, concluding that while AI tools may not excel in convergent tasks requiring specific answers, they significantly enhance brainstorming and creative thinking for divergent problems. Setty warns, however, that both over-dependence and under-utilization of AI tools can present challenges for students moving forward.
Longitudinal Studies in Workforce Analytics
Considering the future, Setty highlights the significance of long-term studies in understanding workforce dynamics over time. His former project at Google aimed to follow employees throughout their lives to gauge how career and life satisfaction evolved, reflecting generational shifts in work identity. He believes this kind of research could provide insights into how individuals navigate their careers against the backdrop of rapidly evolving technology and workplace environments. Such studies may reveal how workforce development strategies can promote well-being beyond simple career metrics.
Healthy Conflict as a Catalyst for Engagement
Setty emphasizes the importance of fostering a culture of healthy conflict within teams to enhance engagement and performance. He explains that task conflict can stimulate creativity and problem-solving, whereas relationship conflict can hamper collaboration. By advocating for methods of constructive dialogue, such as adversarial collaboration, he envisions teams that can engage in rigorous debate without compromising interpersonal relationships. This approach aligns with the need for organizations to cultivate environments where diverse opinions are valued, reinforcing psychological safety and overall team effectiveness.
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