See the people picture clearly
Turn broad workforce data into focused, explainable views that support sound decisions.
The challenge
Finance and HR have different headcount totals, while managers question absence figures nobody can explain without rebuilding the report.
What good looks like
Clear questions, careful filters and shared definitions turn people data into decisions others can understand and trust.
View how to
Find the relevant information
Select Insights to access general people analytics, Reports and Explore Data. Choose a report covering areas such as headcount, employee data, absence, leave or onboarding progress.
Focus and present the report
Use the available filters to narrow the report. For absence and leave, you can focus on employees who have taken unpaid leave or attended an appointment, then add further filters. Display the finished view as a chart or export the data for use outside Zizzy. If the report is missing, ask Zizzy to create it.
Explore the detail
Use Explore Data to organise information in the way that suits your question. Add detailed breakdowns where needed, including personality types and approval statuses.
Read and search transcript
At Zizzy, we know how important it is to have a clear view of what's happening across your organization. That's where Insights comes in.
Select the Insights button whenever you need quick access to a wide range of information, from general people analytics to the powerful reports and explore data tools. With Reports, you can quickly check everything from headcount and employee data to absence, leave, and onboarding progress.
Each report can be filtered so you can focus on exactly what matters. Use the options along the top or select more filters to narrow things down even further.
For instance, in absence and leave, you can choose to view employees who have taken unpaid leave or attended an appointment, then add any other filters you need. Once you have the right view, you can display it as a chart or export the data to use outside the Zizzy platform.
Can't find the report you're looking for? Just ask Zizzy to create it.
In the Explore Data panel, you can dig into a broad range of information, organize it in the way that makes the most sense to you, and add detailed breakdowns whenever you need them. Explore details like personality types and approval statuses, and keep a clear handle on everything happening in Zizzy.
And that's Insights. Simple, flexible, and ready whenever you are.
A report is not yet an answer
A headcount figure can look reassuring until finance has a different total, a manager has included contractors, and HR has counted someone who is leaving. The number is not the real problem. The missing agreement about what is being asked is.
This is why people analytics can create more argument rather than better decisions. A broad report may be accurate but still unhelpful. “How much absence have we had?” could mean days lost, people affected, unpaid leave, appointments or a pattern in one team. Each version calls for a different view and may lead to a different response.
Begin with the decision, not the data. Write down the question in ordinary language, identify who and what should be included, and agree the relevant period. Then decide what comparison would genuinely change your view. That discipline prevents a familiar mistake: exploring until an interesting chart appears, then treating it as if it answered the original question.
Context makes the numbers usable
Poorly framed analysis costs more than reporting time. A manager may challenge a figure they do not recognise. An employee may feel judged by an absence total that hides appointments or unpaid leave. Onboarding delays can disappear inside an organisation-wide average. Trust falls when nobody can explain why a person appears in one total but not another.
A calmer approach keeps a short trail from question to conclusion. Record the definitions, filters and exclusions. Check unusual results before sharing them, especially where a small group could make an individual obvious. Use charts to reveal patterns, not decorate a foregone conclusion. When sharing outside the people team, explain in plain English what the result does and does not show.
Pair each useful finding with an owner. A pattern without someone responsible for considering it becomes reporting theatre. Not every variation needs intervention, but someone should decide whether to investigate, act or leave it alone, then explain that judgement.
Move from a broad view to a defensible one
Zizzy becomes useful once the question is clear but the view needs shaping. Insights brings together reports on headcount, employee data, absence, leave and onboarding progress. Filters narrow a broad result to the relevant group or status. For an absence question, that could mean looking specifically at unpaid leave or appointments, then applying further filters to match the agreed scope.
Once the view is right, it can be displayed as a chart or exported for work outside Zizzy. If no existing report covers the question, the user can ask Zizzy to create one. Explore Data supports open investigation by letting information be organised around the question and given detailed breakdowns, including personality types and approval statuses.
The gain is a deliberate route from the organisational picture to the detail that explains it. Keep the original question beside the analysis and sense-check the people behind the totals. Good people analytics should leave a manager clearer about what to do next and an employee confident that no judgement came from a blunt total.
Seen how it works
Now see it with your own setup.
Bring this exact question to a 30 minute walkthrough and we will show you how Zizzy handles it.