Over-focus on metrics
Posted: Mon Jan 20, 2025 6:32 am
It is important to learn how to "pull" yourself out of routine processes in order to analyze the direction in which the team is moving and make timely adjustments to its work. It is necessary to take an active position and make decisions in such a way as to always act "proactively".
Over-focus on metrics
Evaluation criteria and metrics are very important for business. Competent team management is associated with the ability to correctly measure all processes. But this path has its own risks. A common mistake among managers of different ranks is a situation when not what is important is evaluated, but only what can be evaluated without extra effort.
Over-focus on metrics
If a motivational system is instagram database built on such metrics, then the result of the work will not be an unplanned result, but the indicator that was measured.
Lack of correlation between efforts made and results achieved
Such mistakes by managers are most often caused by external changes. For example, against the backdrop of a falling market, managers fail to meet their sales plan. In such a case, it is difficult to determine what caused the decrease in sales volumes - poor performance of salespeople or external circumstances that they cannot influence.
Similar situations occur in a growing market, when a bad manager rewards for results that managers have no influence on. As we can see, evaluating employees based only on the indicators they receive is wrong. It would be equally wrong to consider only the efforts they make. It is important to evaluate the results received taking into account their relationship with the actions taken.
In other words, if a subordinate exceeded the planned indicators, we need to find out what he did for this. Perhaps everything happened under the influence of external changes. If the required result is not achieved, we analyze whether the manager did everything possible to correct the situation.
Case: VT-metall
Find out how we reduced the cost of attracting an application by 13 times for a metalworking company in Moscow
Find out how
Focusing on short-term tasks at the expense of long-term goals
Often, the system for evaluating the manager's performance is designed in such a way that it is more important for him to fulfill the plan for a month, quarter or year, and then come what may. Such a manager develops an internal conviction: he does exactly what is required of him. This moment demonstrates the scale of the manager. Can a manager sacrifice short-term success for the sake of long-term success?
Belief in your own experience
Many experienced managers are self-confident that they already know everything and are infallible. Why then waste time and effort on self-development?
Over-focus on metrics
Evaluation criteria and metrics are very important for business. Competent team management is associated with the ability to correctly measure all processes. But this path has its own risks. A common mistake among managers of different ranks is a situation when not what is important is evaluated, but only what can be evaluated without extra effort.
Over-focus on metrics
If a motivational system is instagram database built on such metrics, then the result of the work will not be an unplanned result, but the indicator that was measured.
Lack of correlation between efforts made and results achieved
Such mistakes by managers are most often caused by external changes. For example, against the backdrop of a falling market, managers fail to meet their sales plan. In such a case, it is difficult to determine what caused the decrease in sales volumes - poor performance of salespeople or external circumstances that they cannot influence.
Similar situations occur in a growing market, when a bad manager rewards for results that managers have no influence on. As we can see, evaluating employees based only on the indicators they receive is wrong. It would be equally wrong to consider only the efforts they make. It is important to evaluate the results received taking into account their relationship with the actions taken.
In other words, if a subordinate exceeded the planned indicators, we need to find out what he did for this. Perhaps everything happened under the influence of external changes. If the required result is not achieved, we analyze whether the manager did everything possible to correct the situation.
Case: VT-metall
Find out how we reduced the cost of attracting an application by 13 times for a metalworking company in Moscow
Find out how
Focusing on short-term tasks at the expense of long-term goals
Often, the system for evaluating the manager's performance is designed in such a way that it is more important for him to fulfill the plan for a month, quarter or year, and then come what may. Such a manager develops an internal conviction: he does exactly what is required of him. This moment demonstrates the scale of the manager. Can a manager sacrifice short-term success for the sake of long-term success?
Belief in your own experience
Many experienced managers are self-confident that they already know everything and are infallible. Why then waste time and effort on self-development?