Measure Like No One Is Punishing

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Yesterday’s article discusses the topic of data and measurements and their relationship to productivity and performance. In today’s video, we revise some of the reasons why our collective attitude towards data is problematic and we give a few tips on how to work to reframe those limiting beliefs.

There are two big things we touch on in this video that you can do when it comes to data and the topic of measuring for performance:

Open a real and true dialogue at the team level about what it really means to you, what would be truly meaningful data and how would you rather it was collected. Once you know what you as a team deem important and acceptable, advocate on behalf of that vision to HR and Leadership to ensure that open dialogue translates into their level as well; and

Help your people reframe - help them see that their reluctance comes from fear and organisational mistrust - ask them to go through the following mental exercise: Picture a time when you wanted to improve or change something - be it train for a marathon or lose weight - where did you record your progress? Pen and paper? Apps? Did you have graphs? Numbers to help you compare? How much time have you spent pouring over those? How much satisfaction did you get from analysing them in your mind? Were you anything but brutally honest with yourself if you never shared them? Did you record them wrong to feel better at any point or did you keep it real at all times? - There was no fear to make you less curious. There was no image to uphold to make you cautious with how you present the data. Just open-minded exploration of what the measurements show to motivate you and inform you next actions. The same should be true for work performance measurements.