“What gets measured gets managed” – Peter Drucker wasn’t wrong. But what if we’re measuring the wrong things?
A Stanford study found that 87% of employees feel their performance reviews don’t capture their true contribution. It’s not just numbers – it’s narrative.
“Clarity is kindness” – Brené Brown
Research reveals that companies with clearly defined objectives see 40% higher employee engagement. Yet only 7% of employees fully understand their company’s business strategies and what’s expected of them.
Imagine a soccer game without goals. Players run, sweat, and pass—but to what end? That’s today’s workplace for many.
We’ve created elaborate systems to track progress toward undefined destinations, like building a GPS for a journey without a destination.
The solution isn’t another HR framework or quarterly check-in. It’s radical clarity.
Leaders who excel at this do three things: First, they vividly paint the destination. Second, they show each person their role in reaching it. Third, they measure what matters, not what’s convenient.
The most powerful question isn’t “How are we doing?” but “What are we doing this for?”
Without clarity of purpose, even perfect execution leads nowhere.
