It is clear that measuring results is central to the OKR methodology—which is not so important for many people. The thought that management is about people, not just data, may have a poetic background, but it does not reflect reality. Peter Drucker himself, one of the main authorities in the world when it comes to management, used to say: If you can’t measure, you can’t manage.
The fact is that tracking metrics and analyzing data does not mean letting go of the human oil and gas email list side of the organization. On the contrary, acting based on data makes it possible to make fairer decisions and create a more pleasant and collaborative environment. Therefore, here are some simple tips to implement a culture of measuring results in your company. Divide to conquer One of the OKRs’ proposals is to break a big goal into several smaller ones.
You should do this too with data tracking. Divide metrics between different professionals, give them the training they need to keep up with those and keep an eye on their work. Just be sure to centralize all data to ensure that any employee can understand exactly how the team is performing. Clarify the practical value of measuring results Explain to your employees what the use of the collected data will be and why the business cannot do without it.