I’ve always been driven by measurement.
Targets are an indicator as we move toward a goal.
If we need more sales, plan strategies & tactics and track sales.
If we want to increase our email list, consider how to do that and measure to see if it’s working.
The list goes on.
I really like this quote:
“What you measure affects what you do.
If you don’t measure the right thing, you don’t do the right thing.”
– Joseph Stiglitz
My Perspective
These days, we have endless amounts of information.
I wonder if we are using this data to measure the right things.
Here is just one example.
Companies are measuring all kinds of things as they relate to their customers.
Yet, there are much fewer metrics with regards to employees.
Absenteeism, attrition rates, and annual sentiment are the most frequently captured.
Do these metrics really track the challenges the company is facing?
If an organization wants more productivity, creativity, and innovation, maybe there should be a metric to track the meeting/deep work ratio.
If there is a goal to increase a culture of inclusivity, measure it, create action plans, act, and continue to measure until the actions start to move the metric.
Too often metrics are what an organization has always measured rather than set to support company priorities and concerns.
Making a shift in what is measured could make all the difference.
Your Turn
What does your company measure?
Are there challenges that you think could be overcome by watching a specific metric?
How might you suggest starting a new metric – at your team level or companywide?