Performance measurement before and after a change process

Dear All

A big supplier we work for wants to start  a project to influence the usage of social skills and to increase engagement at work (total over 15thousand employees).

Of course it seems useful for them to make a ‘measurement’ before and after the project. They already made a trial with one unit and figured out that the first version didn’t really supported the will for change…

They already got the idea to add on some observable behavior elements, which somehow could come from the people working there (like: asking them what’s relevant for the given goal)

They also like the idea to trust more the awareness occurring from the measurement then the results from the beginning and use the (positive) delta at the end (instead of the –probably- bad results from the beginning) as fuel for the change.

And I’m sure there must be some experiences, how to make a ‘measurement’ in an SF way. Some examples what worked well in your context?

Can you please help us?

Warm greetings from Enikö and

Kati