If you don’t know how to measure performance, then you don’t know if your team is doing a good job.
If you don’t know if your team is doing a good job, then you don’t know what it takes to do a good job.
If you don’t know what it takes to do a good job, then you don’t understand the job requirements.
If you don’t know the job requirements, then you don’t know who to hire.
If you don’t know who to hire, then you’ll probably hire the wrong people.
If you have the wrong people, they can’t help you learn how to measure your performance.
And now you’re back at the beginning.
When you don’t measure performance correctly, it’s a given that you may not get the results that you want. But while you’re busy not getting your desired results, you will also be staffing your team with the wrong people – the same people you’re going to rely on to fix whatever problems you are busy creating by measuring the wrong things.
It’s a positive feedback loop. Positive in that it keeps giving you more (bad) results.
Measuring performance is one of the most important functions of a business. Read something – anything – by Stacey Barr. It’s a revelation.