Organisations often waste time by pursuing conflicting goals. OKRs helps to focus united efforts as it is easy to evaluate progress when goals are tied to measurable results.
However, it can be a problem when goal-setting becomes an obsession. Common pitfalls to avoid:
MORE IDEAS FROM Metrics: Useful or Evil? | Scott H Young
One criticism of metrics is the obsession with numbers leaves no space for qualitative assessment.
Numbers present a deceptive quality of objectivity. We tend to think of data as representing objective truth, but it does not always deserve the authority we give it.
John Doerr's Measure What Matters is about the importance of setting clear goals and using metrics to back them up. Doerr argues that metrics-driven OKRs (objectives and key results) have a considerable impact.
In contrast, Jerry Muller's The Tyranny of Metrics shows that measuring everything destroys our schools, hospitals, police and politics. When metrics is the most important, everyone will try to "game" the numbers. E.g., schools teach to the test rather than to educate.
Productivity metrics are a means of tracking and measuring how quickly and efficiently employees are completing assignments.
These metrics are also helpful insights to track, manage, and improve employee performance.
As you would expect, there are various types of employee productivity metrics, including quantitative and qualitative measurements.
Retention measures how long your customer stays actively engaged with your product or business.
The two key retention metrics are:
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