Do you collect data from employee surveys but notice that the results don’t lead to action? This is a common challenge. Without a connection to the business plan, measurements risk becoming like a map without a destination – full of details but lacking direction.
The business plan sets the course for the organization, while employee measurements provide insight into what drives or hinders success from the employees’ perspective. When these two are connected, they create a strong foundation to:
- Focus on the right areas: Identify the aspects most likely to impact key goals.
- Make data-driven decisions: Use insights to allocate resources effectively.
- Prioritize where it matters most: Concentrate efforts where they will have the greatest impact.
- Empower managers: Help leaders better understand how their teams contribute to the goals and what can be improved.
Some examples of how measurements can support business goals:
- Engagement and Customer Satisfaction:
If the customer experience is a priority in the business plan, employee engagement measurements can indicate where efforts are needed. Engaged employees are more likely to provide excellent service, which in turn strengthens customer relationships. - Balance Between Demands and Resources & Innovation: Innovation requires time and focus. If measurements show that high workload is hindering creative thinking, the organization can reallocate resources to free up time for innovation.
- Leadership and Growth: When the business plan prioritizes internal talent development, leadership quality measurements can highlight where managers need support to develop their teams and strengthen the organization’s competence base.
Risker med att inte koppla mätningar till affärsplanen
If the results from measurements are not linked to the business plan, they risk appearing irrelevant to leadership, which may lead to valuable insights being overlooked.
For example: If 40% of employees report low engagement, but this is not connected to business goals, there is a high risk that the issue will go unnoticed. However, if engagement is linked to the risk of a poorer customer experience, actions such as improving the work environment can be prioritized—ultimately strengthening both engagement and customer satisfaction.
Practical tips for linking measurement areas to the business plan:
Define What You Want to Measure: Start from the business plan’s goals and identify the key areas to measure. Ask questions like: Which goals depend on employee performance and experiences?
Set Key Metrics: Align the measurements with existing KPIs in the business plan, such as productivity, customer satisfaction, or employee turnover.
Use Data for Decision-Making: Create a clear action plan where measurement results guide priorities, resource allocation, and follow-ups.
