This is a part of a series that was created to help you define what you aspire to be as a company. This series will walk through the process, necessary roles, in addition to guides for each role to define your aspirations quickly.
Metrics are extremely helpful for tracking performance and gaining insights that will help you improve your company aspiration practice efforts.
The metrics for company aspirations fall under two broad categories:
1. Company aspirations implementation metrics, which measure whether your employees and other stakeholders understand and are living the aspirations, such as:
- The percentage of your employees who accurately communicate your aspirations
- The rating that your employees give themselves for living out each of the company’s aspirations
- The rating that your employees give others for living out each of the company’s aspirations
- The percentage of your employees who give feedback ideas for improving the company’s approach to aspirations (this is a measure of how engaged your employees are with the practice)
- The number of good ideas coming from employees that the company ultimately implements to help make progress.
2. Company aspirations result metrics, which measure whether the aspirations practice is leading to meaningful improvements to your customer perception, employee perception, and/or business, such as:
- Higher employee satisfaction scores (note: this may fall before it ultimately rises as you actively engage in your aspirations practice and separate people out who aren’t a good fit with the company)
- Improved customer satisfaction scores
- Measures that indicate you are closer to achieving your vision.
Next week, I’ll shed some light on the common challenges that can be encountered when forming aspirations in addition to proposed solutions.