5 New Management Metrics

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I saw this article on Forbes.com about new ways to manage. I agree with each and have used several of these metrics. To read the full article, use the link provided. My comments on each metric are included below. While it is a catchy title, I don’t think managers need to know these to be successful. You can adapt one or more for your own use easily and look for ways to subtly employ each of the strategies described. These metrics won’t drastically change management styles, but they do provide ways to improve your management ability and help drive your team to be successful.

Metric 1 – Flow State Percentage

Basically indicates that people need more think/soak time. When you have time to concentrate (i.e. – no interruptions), you are more productive. Getting to, and staying in, the zone more often makes you a better performer.

Metric 2 – The Anxiety-Boredom Continuum

Keep a balance here. Not too easy, not too hard. Stay engaged and tune the level needed as it suites your team.

Metric 3 – Meeting Promoter Score

I have used this to great effect. If you rate the meetings, you get instant feedback on what works, what does not and what people are interested in. I found that once you have a consistent score, you don’t need to track it and your team knows what to expect and is engaged. Bonus – if you end meetings early, expect your score to increase.

Metric 4 – Compound Weekly Learning Rate

My Father-in-Law, always said “Every day you learn”. You do if you are motivated to do so. Even if you just did this for yourself, measuring your progress would change your priorities and how you spend your time in the office.

Metric 5 – Positive Feedback Ratio

Catch your team doing things right. Even the mundane tasks. The author mentions the payback is realized that when you have legitimate criticism, your reports will listen.

These strategies are easy to implement. You can try one or more with your team and tune them as needed. We should always be looking for ways to improve management skills. Who knows — you may influence your peers and your boss by doing this.

Good luck and let me know what your metrics look like over time.