Comments on: Performance Metrics: Beyond the Numbers

By: The St. Patrick’s Day Carnival of HR is up! « TalentedApps

The St. Patrick’s Day Carnival of HR is up! « TalentedApps — Sat, 20 Mar 2010 02:25:11 +0000

[...] Sharlyn Lauby’s excellent reminder regarding Performance Metrics: Beyond the Numbers. [...]

By: “Kiss Me I’m Irish” Carnival of HR | Blogging4Jobs

Wed, 17 Mar 2010 14:34:12 +0000

[...] Value beyond metrics. Sharlyn Lauby, the HR Bartender brings us back to earth in her post reminding us that it’s more than just staffing numbers and other HR metrics in Performance Metrics: Beyond the Numbers. [...]

By: hr bartender

hr bartender — Tue, 16 Mar 2010 14:22:56 +0000

@Chris – Thanks for the recognition. It’s an honor to be mentioned on your blog.

@BLOOM – You’re right, lots of questions need to be asked. Exactly why HR pros have to learn the different facets of the business.

@Jonathan – Thanks for the comment. Well said.

By: Jonathan Hilley

Jonathan Hilley — Mon, 15 Mar 2010 23:51:29 +0000

Definitely agree.

Understanding financial statements is more than just knowing how to read numbers. The most important element is understanding the interplay between a person’s job and a company’s financial results. This uncommon knowledge is the Holy Grail for those looking to rise through the ranks and lead an organization.

Keep up the good work Sharlyn.

By: BLOOM

BLOOM — Mon, 15 Mar 2010 14:15:17 +0000

So true. We see this a lot. Recruiters are more concerned about filling spots rather than solving the business problem. It is very frustrating. Perhaps to help the team further understand this the senior executive and HR could take the discussion further. What is required to achieve on-time performance? And what roles in the organization drive that metric? Is it pilots showing up on time because they are sleeping in? Is it the baggage team not having the equipment they need to load planes quickly enough? Is it a lag time in the scheduling system? Is it simply capacity issues? That metric is driven by a system of people working together who make decisions in all of these areas. Until you know the roles that are key for driving that metric, it is impossible to know who to hire for what positions. You would be amazed to know the kind of impact hiring a preventative Implementer (the Kolbe A creative style for being naturally hands-on, concrete, repairer, builder, tangible master) as a baggage handler can have on on-time performance. Likewise a preventative Follow Thru as a scheduler can be a disaster with on-time performance. Knowing the specific types of people to target for required positions to achieve the metrics is the next step.

By: Chris Young

Chris Young — Mon, 15 Mar 2010 04:00:07 +0000

Great post Sharlyn! It is easy to get so wrapped up in our own little bubble of metrics and numbers that we forget about how they impact the overall goals of the organization.

I’ve shared your post in my weekly Rainmaker ‘Fab Five’ blog picks of the week (found here: http://www.maximizepossibility.com/employee_retention/2010/03/the-rainmaker-fab-five-blog-picks-of-the-week-1.html) to help my readers rethink the metrics they follow every day.

Be well!

Chris Young

By: hr bartender

hr bartender — Fri, 12 Mar 2010 16:37:19 +0000

Excellent point about the need to monitor economic indicators – in addition to department and industry statistics. Every metric should be evaluated in the context of each organization and their goals. After that, we have to leave it up to the economists. Thanks for the comment Lexy!