Trying to come up with a creative idea to address a particular talent challenge? Whatever solution you propose – ensure that you can measure your success, and if you can’t – don’t do it. Don’t waste your time on activities that undermine your contributions. And by undermine I mean chip away at your credibility.

Let’s face it, when you work in a business environment, you have to speak the language of business. And the language of business is numbers.     Smiling happy faces are great, and for my money, the real goal.    I mean, just look at them.

BUT if you want to be taken seriously, and have the opportunity to continue to impact larger and larger organizations, and more importantly the people who lead them – you’re going to have to demonstrate real results which leverage real metrics.    So I say, if you can’t measure it, don’t do it.

Generate performance metrics in any way you can and be sure not to limit your approach to surveys.   I mean, surveys are great, don’t get me wrong, and they provide awesome data -but without solid response rates and follow through they will fall flat (more on that in another entry.)

When crafting talent solutions, be creative, target your efforts and measure in any way you can.  Then be sure you’re communicating out your activities and your results on a frequent basis to the most senior folks you can.   Oh and be sure you’re making a connection to the business strategy!

Do this consistently and you’ll be amazed at how quickly you’ll create a broad based realization that ‘the people stuff’ is the real key to your company’s success.


Free online survey tools: