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 Interviews Benefits 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 CalculatorSurveys

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 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 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

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Objective measuring Digital measuring of work in Outlook 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 s 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

Business cases Examples of surveys Examples of Gemba interviews Examples of Reports Please request: