Companies and organizations all use metrics and surveys to measure success. Metrics are usually KPIs (Key Performance Indicators) or OKRs (Objectives and Key Results). Sometimes there is a dashboard shared every quarter with updates. Sometimes the goals shift from quarter to quarter. Sometimes bonuses are based on them. Surveys include everything from customer satisfaction, employee satisfaction, NPS, and workplace culture.
My favorites are the employee satisfaction/workplace culture ones. I find it ironic that often the results of these surveys are buried in the minutia or just not even shared. While many leaders tout their convictions of data-driven decisions, many times when the results of these surveys come in, leadership ignores them. Why? Are the results a little too personal? Do they reflect the leadership’s performance?
Leadership is about setting an example. If the survey results are not where you want them, then that should become the leadership’s KPI/OKR---change what you need to change to improve. The same rule applies to individuals, work groups, departments, and life. If the results are not what you desire, then identify how and what needs to change to improve and then do it.
Oftentimes we rationalize results and the reasons the numbers are what they are. We make excuses and pin the onus on anything and everything but ourselves. We delay acknowledging and sharing what might be perceived as failure. We turn a blind eye hoping that ignoring the problems will make them somehow disappear. I implore you to consider the ramifications of inaction.
· Your team members will see that their opinions, thoughts, and data/results are of no importance.
· Morale immediately takes a downturn. Panic, fear, rumors---they all begin to build.
· A perception of hypocrisy develops. Why must one group be held accountable for outcomes while another gets to turn a blind eye?
· Your culture begins to shift. Engagement changes. People go quiet. Ideas and solutions do not come at the same pace.
Is inaction worth it? No. Instead, embrace it as your own personal KPI. And if you need some ideas (I don’t know who coined this) here is a new set of KPIs to implement:
Keep People Interested
Keep People Informed
Keep People Involved
Keep People Inspired
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