Why We Still Don’t Know How to Measure Good Work

We are drowning in dashboards. Meeting quotas. Productivity trackers. Engagement surveys. Task completions. Hours logged.

And yet—despite all the data, most companies still can’t answer the simplest question: What does good work really look like?

Here’s the paradox: in an era obsessed with measurement, the metrics we use are too often outdated, shallow, or disconnected from what drives long-term impact. And it’s costing us—big time.

Too many leaders still rely on outdated metrics that fail to reflect the true value their teams deliver—especially in an era where impact, not just output, matters most. So instead of rewarding meaningful contribution, we reward visibility. Or busyness. Or who talks the most in the meeting.

That’s not performance. That’s performance theater.

The best leaders are done with it. They're redefining how performance is measured—not by output alone, but by outcomes, trust, and the ripple effects of great leadership.

This week, we’re diving into what needs to change, why current systems fall short, and how smart organizations are starting to measure what really matters.

3 Shifts to Rethink How We Measure Work

1️⃣ Measure Outcomes, Not Optics

Too many leaders reward what they can see—people who speak up most often, stay online the longest, or say “yes” to everything. But those aren’t indicators of effectiveness.

Instead:

• Clarify outcomes and impact—not just effort.

• Shift from measuring time spent to value delivered.

• Create space for “quiet contributors” whose work drives real results behind the scenes.

2️⃣ Ditch One-Size-Fits-All Metrics

Every function, team, and role contributes differently. Yet we often apply blanket KPIs that ignore those nuances—and punish people for not fitting the mold.

Instead:

• Design role-specific scorecards based on what success actually looks like in each function.

• Involve teams in co-creating their goals and measures.

• Use qualitative feedback alongside quantitative data.

3️⃣ Elevate Power Skills as Business Drivers

Emotional maturity, collaboration, adaptability—these aren’t just “soft skills.” They’re the force multipliers that create resilient teams and drive innovation. If we don’t measure them, we miss what makes great work possible.

Instead:

• Integrate power skills into performance reviews and team check-ins.

• Recognize leadership behaviors like mentoring, coaching, and problem-solving—not just task completion.

• Build feedback loops that capture trust, not just transactions.

10-Minute Takeaway: Audit What You’re Really Measuring

Take 10 minutes this week to reflect:

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