Data quality, staffing issues still plague analytics efforts

This article was written by  Gabriel Hauari  for Information Management and was licensed by  Bloomberg .

Despite the growth in consumption and use of data, many organizations still struggle with their analytics efforts, complaining of poor data quality, insufficient expertise in-house and a shortage of trained data professionals in general.

Those are among the findings of a new study by Forbes, which says that the majority of organizations lack tools and investment necessary for analytics usage in business. Indeed, 59 percent of organizations surveyed for the study reveal they are not using predictive models or advanced analytics.

The study highlights the increasingly critical role that analytics play in today’s main business enterprise activities ranging from strategy to operations. It stresses the need for immediate investment, prioritization and implementation of analytics from within companies.

Forbes surveyed more than 300 senior executives in North America, Britain, and Ireland for the report. Its findings reveal that if analytics efforts are to provide the expected return on investment, corporate leadership needs to invest in the people, processes and technologies that empower decision support and automation.

“This study underlines the need for continued focus and investment,” said Bruce Rogers, chief insights officer at Forbes Media. “Without sophisticated analysis of quality data, companies risk falling behind,” he said.

A major topic addressed by the study involves the tools and best practices needed for success. There is a lack of sophistication in how data is analyzed, as 23 percent of those surveyed are still using spreadsheets as their main method of storing data. While 41 percent reported using predictive models and/or advanced analytical and forecasting methods, 19 percent reported no use of analytical tools more complicated than basic data models and regressions.

Another key finding was a drastic need for better data quality. Some 24 percent of the respondents cited data quality and accuracy as a major obstacle to the success of their analytics efforts. Furthermore, only 42 percent of users and analysts reported they were confident in the quality of their data.

A general lack of skills is also hampering the success of many firms when dealing with analytics, as 27 percent cited skills gaps as a road block to their data and analytics efforts. Illustrating this lack of skills in-house, 55 percent of those surveyed reported that third-party analytics partners produced better work than analytics work done internally.

Survey respondents also cited a lack of budget and issues with technology as two of the top roadblocks in achieving success with their data strategies. The study noted that while the use of data is growing rapidly, the investment in personnel and technology is severely lacking.

Recent Posts

By David Collier September 3, 2025
Summer has officially wound down, and as we step into September, the clock already started ticking for 2026. For executives, boards, and senior leaders, this is your moment to pause and ask a critical question: Do we have a clear, actionable plan to guide our organization into the next fiscal and calendar year? If you haven’t started, you’re already behind. The Cost of Waiting Markets are moving faster, technological innovation is reshaping industries daily, and the competitive landscape is anything but forgiving. Thriving organizations are the ones that anticipate disruption, set direction early, and align resources to execute with discipline. When companies delay annual planning, three things typically happen: Teams get stuck in reactive mode instead of proactively driving strategy Investments drift without clear ROI measures. Leadership spends more time putting out preventable fires instead of building sustainable growth. Why the Work Starts in September Annual planning is not a “December activity.” By then, budgets are frozen, priorities are locked, and the opportunity for bold shifts passed long ago. September is when leaders should start shaping the Goals, Objectives, Strategies, and Tactics that define the Annual Operating Plan. Done right, this process brings: Clarity and focus – align executives, boards, and staff on what matters most. Scalability and efficiency – ensure processes and structures keep pace with growth. Confidence in change – provide the roadmap needed to navigate transformation with control and measurable success. Where Many Organizations Struggle Whether you’re a rapidly scaling startup, a mature enterprise, or a mid-market company juggling priorities, the challenges are often the same: No formal plan to guide business activity for the next 12–24 months. Difficulty prioritizing “the right things” amid competing demands. Frustration when large, complex initiatives underdeliver on expectations. Teams overworked but misaligned, with unclear visibility into progress. Practical Tips for Executives and Boards While every organization’s journey is unique, here are a few starting points: Start with the end in mind. What do you want 2026 to look like? Work backwards to define the steps. Bring in diverse perspectives. Boards, executives, and front-line leaders all see different parts of the business. Focus on agility, not just control. Build room for flexibility so your plan evolves as the market shifts. Don’t reinvent the wheel. Mature organizations often need fine-tuning, not reinvention—whereas growth-stage firms may need help building structure for the first time. How Amplify Helps At Amplify, we partner with leadership teams to design operating plans that are not just theoretical, but actionable. Our blend of strategy, operations, and transformation expertise allows us to meet organizations where they are—whether you’re defining your first framework or refining a well-established planning cycle. The question isn’t if you’ll need a 2026 plan. The question is how ready will you be when the new year arrives? If your organization hasn’t started, the best time to begin is today.
By Matt Trembicki March 26, 2025
Talent is the single biggest factor in whether a high-growth company thrives or stalls. As companies scale, the challenge shifts from just hiring quickly to hiring the right people who can grow with the business. At Amplify Resources Group, we’ve seen firsthand how hiring missteps can slow down even the most promising companies: Bad hires cost companies 30% of annual salary in lost productivity and rehiring costs. Hiring delays can set growth targets back 6-12 months. Companies that don’t hire for future needs end up in constant reactive mode , always playing catch-up. So, how do you build a scalable and future-proof talent strategy? Here’s our 4-step framework to help high-growth companies hire, develop, and retain the right people for sustainable success.
By Amplify March 24, 2025
Implement the ASTRA Framework: A mplify S trategic T argeted R esource A cquisition
Show More

Recent Posts

By David Collier September 3, 2025
Summer has officially wound down, and as we step into September, the clock already started ticking for 2026. For executives, boards, and senior leaders, this is your moment to pause and ask a critical question: Do we have a clear, actionable plan to guide our organization into the next fiscal and calendar year? If you haven’t started, you’re already behind. The Cost of Waiting Markets are moving faster, technological innovation is reshaping industries daily, and the competitive landscape is anything but forgiving. Thriving organizations are the ones that anticipate disruption, set direction early, and align resources to execute with discipline. When companies delay annual planning, three things typically happen: Teams get stuck in reactive mode instead of proactively driving strategy Investments drift without clear ROI measures. Leadership spends more time putting out preventable fires instead of building sustainable growth. Why the Work Starts in September Annual planning is not a “December activity.” By then, budgets are frozen, priorities are locked, and the opportunity for bold shifts passed long ago. September is when leaders should start shaping the Goals, Objectives, Strategies, and Tactics that define the Annual Operating Plan. Done right, this process brings: Clarity and focus – align executives, boards, and staff on what matters most. Scalability and efficiency – ensure processes and structures keep pace with growth. Confidence in change – provide the roadmap needed to navigate transformation with control and measurable success. Where Many Organizations Struggle Whether you’re a rapidly scaling startup, a mature enterprise, or a mid-market company juggling priorities, the challenges are often the same: No formal plan to guide business activity for the next 12–24 months. Difficulty prioritizing “the right things” amid competing demands. Frustration when large, complex initiatives underdeliver on expectations. Teams overworked but misaligned, with unclear visibility into progress. Practical Tips for Executives and Boards While every organization’s journey is unique, here are a few starting points: Start with the end in mind. What do you want 2026 to look like? Work backwards to define the steps. Bring in diverse perspectives. Boards, executives, and front-line leaders all see different parts of the business. Focus on agility, not just control. Build room for flexibility so your plan evolves as the market shifts. Don’t reinvent the wheel. Mature organizations often need fine-tuning, not reinvention—whereas growth-stage firms may need help building structure for the first time. How Amplify Helps At Amplify, we partner with leadership teams to design operating plans that are not just theoretical, but actionable. Our blend of strategy, operations, and transformation expertise allows us to meet organizations where they are—whether you’re defining your first framework or refining a well-established planning cycle. The question isn’t if you’ll need a 2026 plan. The question is how ready will you be when the new year arrives? If your organization hasn’t started, the best time to begin is today.
By Matt Trembicki March 26, 2025
Talent is the single biggest factor in whether a high-growth company thrives or stalls. As companies scale, the challenge shifts from just hiring quickly to hiring the right people who can grow with the business. At Amplify Resources Group, we’ve seen firsthand how hiring missteps can slow down even the most promising companies: Bad hires cost companies 30% of annual salary in lost productivity and rehiring costs. Hiring delays can set growth targets back 6-12 months. Companies that don’t hire for future needs end up in constant reactive mode , always playing catch-up. So, how do you build a scalable and future-proof talent strategy? Here’s our 4-step framework to help high-growth companies hire, develop, and retain the right people for sustainable success.
By Amplify March 24, 2025
Implement the ASTRA Framework: A mplify S trategic T argeted R esource A cquisition
Show More