September 10

“What gets measured gets managed.” —Peter Drucker

You probably have a good sense of your organization’s goals and the metrics that you need to keep an eye on in order to achieve them. Many of these were probably handed down to you by your own manager (or manager’s manager’s manager) and you have little sway over them.

Any expectation that you set for yourself or your team should also have an accompanying metric that you use to determine whether the team is meeting that expectation. If there is no metric in place, then you have no way of knowing whether or not the team is performing according to plan.

This means that any cultural expectation you set – such as timeliness of meetings, how conflict is handled, or how decisions are made – need to have some sort of metric associated with it so that you can clearly communicate to the team how they are doing. You don’t need to communicate those metrics to your team members – they might just be for you – but they need to exist.

So, is there any place where you’ve set an expectation that you’re not prepared to measure? If so, spend a bit of time today considering how you’ll know whether or not the team is living up to your expectations.

Every important effort you undergo should have a metric that helps you determine its success. Do you know how you’re measuring your work?

Question:  Is there any work you’re doing that lacks a clear metric?

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