How our management team changed their mind about People Metrics
People Metrics – 7 months later
In fact, her own management team wasn’t convinced that real-time People Metrics was what the company really needed in order to get back on track.
Our employees got it straight away. Our management team didn’t.
“Our employees got the hang of how it worked from the start. You just hit the green or red button to tell us if you had a good or a shitty day!“
“Our board, on the other hand, thought the people metrics was too simple to actually work.“
People Metrics… 7 months later
“We’ve been analyzing our employee satisfaction in real-time for over 7 months now. Each month I present the results personally to our coworkers. It got really exciting when we had a series of events which seriously affected the office mood.“
“Looking back on our People Metrics on the Celpax charts I can see the two stages we have gone through. On the online dashboard, you see that we actually made the same mistake… twice! The numbers are there to support it.”
“The longer you have the Celpax, the more you see the value”
After pressing the survey kiosks themselves for 7 months the VP of HR feels that the management team finally ‘gets’ the point with a People Metrics:
“In the beginning, they didn’t find the data too exciting. There wasn’t much variation when we started measuring and reporting our employee satisfaction”.
It took the management team 7 months to realize how important it is to have people metrics and ask for feedback from coworkers on an ongoing basis:
”The longer you have the Celpax, the more you see the value. They finally grasp that it doesn’t have to be more complicated than this for coworkers to get involved. Just a green and a red button.”
Do you know any company that could benefit from regular People Metrics to get insights into how their employees experience their workdays?
We would be happy to send 1 device at no cost. Measure. Improve. Repeat!