Why measure success?
- To prove that the promises, goals, etc were met
- To validate (or correct) assumptions we made on the project
- To alert the team to anything odd that happened in this project
What is important to measure?
- How much money are we saving?
- Are we moving fast enough to finish our goals?
- Are we making errors, and how many? Are we reducing them?
- Gather information on what customers think
- Are we improving as we go along?
- Are we making progress toward a long-term goal?
Different types of indicators:
- How many resources did we use?
- How many hours did we spend?
- What were the outcomes?
- How many of something did we create?
- Are we being efficient?
- Are we being productive?
- How much time are we spending editing?
- Are we improving?
- Are we reducing errors?
- Translation costs
- Other monetary concerns
- Predictions – what do we think the outcome will be?
- Something we measure afterwards, to use for next time
- Might measure customer satisfaction, for example
- We want to measure things within our own control
- Otherwise it just ends up being frustrating
- People will get focused on what you’re measuring, and may stop doing other thigns
- i.e. measuring productivity may make people stop helping one another
- People will not do what not asked, if they’re very aware of measurements
- i.e. measuring bug fixed might result in writing sloppier code
- People may fear they’re being evaluated personally, rather than see the measurements as neutral
- Although there are tons of things you can measure, that doesn’t necessarily mean they are all things you should measure
How much to measure?
- If you don’t gather enough information
- You won’t get the full picture
- It won’t be actionable
- You won’t get the necessary insight into what would make you successful
- You may end up treating the symptoms, and not the disease
- If you gather too much information
- You won’t learn what to focus on
- It blurs the bigger picture information
- The organization turns into a reporting factory
- The right amount of information:
- A clear vision and strategy
- The concerns of customers, the team, the business
- A variety of indicator types
- Both quantitative and qualitative data
How do you create a balanced scorecard?
- Identify your goals
- Select 3-6 domains for measurement
- Write down 1-3 critical success factors for each
- Identify no more than 6 measurable key performance indicators for each success factor
- Define success criteria for each performance indicator
- Weight the success factors, performance indicators, and criteria as needed (determine the highest priorities and weight accordingly)
Don’t bother tracking metrics if you don’t intend to use them!!!