Do you know where you stand? Often when we need to accomplish something the best way is through regular measurement. Are you measuring performance in your workplace? If yes, how?
There is an old saying, “What gets measured gets done.”
Motivation or Goals?
Sometimes the biggest reason for an apparent lack of motivation or energy from the team is because of vague goals or measurements.
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There is a difference. Is this delegation? Sure, it could be considered delegation but it also includes metrics.
When we create attention to a detail or attach a specific timeline that is observable it helps improve focus. Improved focus creates results. If our focus is on nothing, we’ll likely get nothing.
The performance of nearly anything and everything can be measured. Even some of the soft stuff.
In manufacturing or service firms we may measure defect rates. This could include quality failures, merchandise returns, or even social media chatter.
Customer dissatisfaction can be very costly to any business. Metrics for measurement are critical. What do customers say? What percentage of customers will refer you?
Time is a popular measurement, so is the capital investment required per employee.
Certainly, there are common financial measurements such as sales revenue, gross profit, and balance sheet data.
Goals and values are closely connected to workplace performance. What you draw attention to will often receive the most effort.
Never underestimate what employees will deliver when the focus switches from drama and excuses to measurement and metrics.
Dennis E. Gilbert is a business consultant, speaker (CSPTM), and culture expert. He is a five-time author and the founder of Appreciative Strategies, LLC. His business focuses on positive human performance improvement solutions through Appreciative Strategies®. Reach him through his website at Dennis-Gilbert.com or by calling +1 646.546.5553.