It’s the burning question that comes up for so many clients – WHAT do we need to measure? And whilst the immediate answer usually lies in markers you already have / keep it simple, there’s a further question we need to ask
WHY are you measuring?
Is it based on return on investment requirements? Is there a talent pipeline metric you’re going after? Perhaps your engagement figures need some focus?
Knowing the why and getting curious about what you’re actually doing will lay a strong foundation for you – and make communicating it so much easier.
I used to work in an organisation where the mantra was ‘what gets measured gets done’ – but what I often found was ‘what gets measured gets fudged’. Softened around the edges, tweaked, reframed or repositioned to ensure the target was being hit whatever way you looked at it. Because here’s the thing – if you spend all your energy going for a number without understanding what’s behind it, you won’t really connect with the strategy.
So my nudge is for you to think about how you’re measuring the success of your parent support strategy or activities, and go back to the beginning. What’s the story you’ve shared? What’s the anecdote or narrative you might need to tell to ensure you’re engaging hearts and minds, not just numbers and transactions.
What might be measured?
Every organisation is different so there’s no master list you have to sign up to here, but given I’ve mentioned metrics, here are a few ideas of what you could use as markers of progress (once you’ve nailed the story telling and connection parts):
- Engagement metrics
- Policy uptake – flexible working outcomes, parental leave stats, phased returns etc
- Leavers surveys and attrition stats
- Recruitment costs
- Progression insights
A bonus I’d also add is…
- Return to work interviews – if you’ve got a focus on how you support parents at the point of return from parental leave, try adding to the process by using a combo of quantitative and qualitative data. Explore what’s been impactful, what’s been missing and stick some scaling questions in there (on a scale of 1-10…) because you’ll get some timely feedback to help shape future endeavors.
Life after metrics
I also want to touch on some reminders for what comes after you’ve got the metrics. In the spirit of making sure we don’t let them become wallpaper or performative, here are two ideas you could consider for your organisation….
- Share the good stuff – industry publications, award entries, LinkedIn articles and posts are all readily available communication channels you could access to share the news. Has your company got a YouTube channel? Stick a video of someone sharing their experiences of being a parent in the workplace or the impact some of your policies have had on them. Off to a recruitment event or exhibiting at a conference? Get painting that picture of what you’re like to work for when you’ve got a family in tow.
- Own the stuff that hasn’t worked – this is going to send a strong message to those beady eyes watching AND give you an opportunity to share what you’re going to change. What. A. Role. Model. It’s also going to help you build trust and maybe even pick up the odd bit of feedback about what might work instead.
If crafting a parental support strategy is on your plan right now and you’re looking for accessible, flexible and great value expertise, do you know about Power of the Parent: The Strategy Club? If you’re looking for a community of people to learn from, challenge each other, be immersed in fresh thinking and realistic strategies for parental support, this is for you.
You can book a call to find out more here: https://calendly.com/charlotte-speak/the-strategy-club-intro