Measuring Programme Success

CRACKING THE CODE: UNDERSTANDING THE HOLISTIC EMPLOYEE EXPERIENCE

When it comes to employee experience, different departments track different data. HR monitors engagement and retention, real estate tracks workspace usage and satisfaction, IT measures application usage and bugs, and so on.

With different data sources, it’s difficult to get a holistic view of the employee experience. How do you layer data meaningfully to generate actionable insights?

The challenges of measuring success

While trying to extract insights from programme data, organisations often face the following challenges:

Lack of Clarity on Goals and Outcomes

Especially with complex, integrated programmes, goals and outcomes are not always clearly articulated from the beginning.

If goals and outcomes are not well-defined, there may be confusion and miscommunication among stakeholders about what the programme is intended to achieve.

Red flags to look for:

Disagreements about what data to collect, how to interpret it, and what success looks like
Confusion about the purpose of the programme
No realignment as context and priorities change

Goal & Outcome Clarity - zachary-staines-dCVyYcCZ6A4-unsplash

Difficulty Isolating Programme Effects

In some cases, it can be difficult to attribute changes in outcomes to a specific programme, leading to uncertainty about whether the programme is actually making a difference. This is particularly true if multiple programmes are being implemented at the same time, or if external factors are at play.

Red flags to look for:

Uncertainty about which programmes are responsible for particular outcomes
Lack of consensus about the impact of a programme

isolating program effects - shutterstock_436207813

Unconclusive Analysis

It’s hard to make sense of data from different systems that don’t talk to each other. Additionally, organisations sometimes settle for a few surface-level headlines rather than taking the time to conduct a thorough analysis.

If data is not analysed effectively, organisations may not be able to draw meaningful conclusions about a programme's impact.

Red flags to look for:

Stakeholder confusion about what data is being collected, what it means, and how to use it
Difficulty maintaining buy-in
Hesitancy to engage with employees due to "survey fatigue"

Lack of Stakeholder Engagement

Measuring the impact of a programme often requires the engagement of various stakeholders, including programme participants, managers, and other relevant parties. If stakeholders are not engaged in the measurement process, they may not fully understand the data being collected or the implications of the findings.

Red flags to look for:

Stakeholder confusion about what data is being collected, what it means, and how to use it
Difficulty maintaining buy-in

Our Approach and Solutions

We use an integrated approach to help organisations solve the challenges associated with measuring programme success. Here’s how we do it:

We Clearly Define Goals and Outcomes.

We work with you to clarify qualitative and quantitative measures of success - at the outset and at various steps along the way - even if you are already "in the middle" of your project when we engage.

We also invite leads from various streams to share the projects and initiatives they’re working on, and which metrics they’re already tracking.