how we measure after defining what to improve, we measure the current status. how else would you...
TRANSCRIPT
How we measure
After defining what to improve, we measure the current status.
How else would you know how far you’ve come?
(Please view this presentation in slide show mode to get the most benefit from it)
How we measure contents
• Why we measure• Two forms of measuring
– Subjective measuring– Objective measuring (Digital)
• Project Team 360• Business cases
To measure is to change
Why Measure?
Why we often don’t learn from rational understanding (common sense)
If we don’t measure we are left with a bunch of skewed opinions. Who would have thought that both red measuring sticks were equal in this picture? Let facts speak for themselves.
Why Measure?
• Create focus on KPI’s• Catalyze the process of finding the bigest levers• Uncover the truth about where we are today• Establish agreement about where we want to go• Validate or invalidate opinion• Record evidence for future reference• Save resources (measure twice, cut once)
Two forms of measuring
Atrendia performs two forms of measuring, subjective and objective.
Subjective measuring
• InterviewsBenefits of subjective measuring• Fast• General picture• Doesn’t require a lot of technology• Adequate for limited scope
Risks• High risk of bias and opinion• More expensive in the medium to long run• Singular results
• Calculator• Surveys
Survey types
• Fact-finding survey – Where are we today?• Post training survey – What have we achieved?• 3, 6, 12-month surveys – Are we still on board?
Interviews
• Individual interviews• Group interviews• Gemba interviews
A combination of individual, group and Gemba interviews is the best approach.
Allow employees to decide which of the three they prefer for best results.
Individual interviews
15 - 50-minute interviews with employees
Goals
• Discover root causes of problems• More, Less, Stop• Gain understanding of company culture• Locate the big levers that help us tackle 20% of the issues to gain
80% impact
Topics
• Specific tools such as Outlook or overall communication tools• Overall work
Group interviews
50-minute interviews with small groups of employees
Same topics and goals as individual interviews
Strong advantage: • Employees build off ideas and create synergies in the interview process
enabling us to get to root causes faster. • Teamwork
Disadvantages: • Some employees may not be willing to "tell the truth" around colleagues• More difficult to schedule• Requires more experienced interviewer to guide process
Gemba interviews
2 - 4-hour interview where the employee is "ghosted"
Advantages
• "At the place"- real life observation (more objective than regular interviews)• Interviewer sees issues not brought up in other interviews• Implementation of 5 Whys at the right moment • Much deeper understanding of issues• Relationship-building with client
Disadvantage: greater investment
Calculator
Objective measuring
• Digital measuring of work in Outlook e-mail• Digital measuring of all work
Advantages• Extremely accurate. Very low risk of bias and opinion• Somewhat costly in the short-run, but inexpensive in the long run• Continuous results
Disadvantages• More complex• Requires software• Risk of ”Big Brother” fear
Work in Outlook e-mail
E-mails opened with dbl-click
Nr. of attachments sent
Nr. of people Cc:d
Many users are not aware that
they can click on reply without
opening the mail.
Are you the culprit?
Are you sending attachments instead of
hyperlinks to the document on the server?
LinkedIn is a great tool. Did you realize that it
was the #2 generator of mails in your inbox so far
this month?What is the cost of that?
All Work
Use of
Productivity map
Activity report
Productive activity report
Department management
Project reporting
Time management
Project Team 360
Continuous multiple project monitoring
www.projectteam360.com
Business cases
Examples of surveysExamples of Gemba interviewsExamples of Reports
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