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One Metric that Matters – Part II

Measuring the Progress of Transformation
If you’ve ever seen a Transformers movie, you’re well aware that one of the bots transforms, even if it’s in smooth (if not longer) action. The pieces and features melt away to reveal something new, but there are similar parts involved. Any change happens when organizations change.

In Part 1 of this two-part post, we discussed measuring specific metrics at each stage of a product’s lifecycle. We introduced the One Metric That Matters (OMTM) framework that helps identify a single measurement to gauge a product’s success in a given stage of development, cutting noise from the signal. Useful, right?

So how can we take this approach to enterprise transformation, especially in the HR space where metrics are everywhere but don’t always exemplify the success of a team of people? If leveraging the Agile PeopleOps Framework, there is a charter that captures the change to be made. We recommend using this approach to identify OMTM metrics and specify them in stages.
For starters, let’s revisit Steve Glaveski’s table, with People Team-transformation additions:

Taking these metrics, and documenting and tracking your use of the charter, will help your APF change stay the course. It’s a great coaching tool for leadership (example: “What can we do better here?”), but it’s also a great live document for the people you’re working directly with (it tracks progress). Can do). A great way to do it). A great way to track and track your progress). Helps to show.)

Give it a try and let us know what you think! If you have questions about this approach, find us at info@agilepeopleopsframework.com

Author: Christopher Goscinski

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