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BLUF. Am I being too "nit picky" about metrics for people's annual goals? 

More specifically, let me give a case example. I want to set a goal for each of my managers to hold a 1o1 with each of their directs once a week. The metric could be something like "average weekly completion rate". They'd need to log data to get their completion rate for each week and then average those numbers at the end of the year. 

My question is this. Do I force them to keep all this data in a some shared worksheet so everybody can see everybody else's data? Or do I let them just report their numbers based on data they keep themselves? I don't wish to seem distrustful or OCD. And, I don't want to enable anyone to "game" the system. 

 

Kevin1's picture

Hi Brian,

Assuming you rate performance on a 1-5 scale, if I was setting this as a goal, the goal would look something like

For the calendar year 2015:

  • <70% scheduled 1on1 completions 1 or 2
  • 70.1%<scheduled 1on1 completions<80% 3
  • 80.1%<scheduled 1on1 completions<90% 4
  • >90.1% scheduled 1on1 completions 5

Ordinarily, I would expect them to track it themselves and report results on a quarterly basis.  I would not be asking them to 'prove' their data, or to track it publically.  I would trust them to report honestly.

Some performance data is visible publically due to the naure of the systems that track it being public.  However, for something like this, I would be keeping the tracking of the data private.

That's just me though.  You could make a case for turning it into a competition or finding some other reason to track it publically.

Hope that helps

Kev 

 

BrianT's picture

Hi Kevin, Thank you for the reply. I agree with you; my preference is to let them track it themselves. And, I am remote from all but one of my directs. They and their teams are all in separate geographic regions. So, I was leaning towards some sort of centralized tracking system to achieve visibility and transparency across multiple geographies. 

Best regards, 

Brian