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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