At Rhythm Systems, we work with clients to ensure they are measuring the metrics that matter to allow them to achieve their dreams and goals. Our strategy execution software allows you to create KPI dashboards to ensure team accountability, alignment, and execution-ready quarterly plans. The staffing industry KPIs for recruiting that we have compiled below represent many of the metrics that can be measured. However, make sure that you pick the top recruiting KPIs that work for you and your team.
by Patrick Thean and the Rhythm Team
The body has four main vital signs that doctors use all around the world to determine the condition of a patient. The four vital signs are body temperature, pulse rate, respiration (breathing) rate and blood pressure. These are measurements of the basic functions that keep you alive. They need to be functioning properly in order for anything else to work, including your brain! These metrics are just four of the hundreds of potential measurements that a doctor could use to assess the health of a patient. However, the four vital signs are the most important elements of a patient’s current state of health. Once the vital signs are stable, the doctor can begin to diagnose the long-term treatment of the patient, but they don’t do that until they know the vital signs have stabilized.
Because Rhythm strategy execution software acts as a framework for pulling together into one single system many improvement initiatives and management tools that are popular among manufacturing companies, many of our most successful clients come from this industry. One area that our clients come to us for help with is determining the right manufacturing KPIs (Key Performance Indicators). Some production managers are not sure where to start, and many are measuring so many things that their metrics are just noise, not driving action or change.
Manufacturing KPI Examples
Leadership development is a growing concern for middle market companies. Growing your leaders is a challenge - whether you are succession planning, thinking about the future of your executive team as your company grows, or struggling to fill mid-level management positions within your company. Right now, employers are looking at the largest number of job openings ever - currently there are more open jobs than unemployed people to fill them. Plus, middle market companies face unique challenges in recruiting and retaining the right people. Growing leaders from within your company may never have been more important than it is now.
Bringing Rhythm into your organization can be a big change. However, it’s the first step on an exciting journey that will help you and your team build accountability, alignment and strong execution habits!
You’re not alone - many companies have been right where you are. They are experiencing stalled growth, missed numbers, people and accountability issues - the list goes on. Many of them had the same question you do: “So I decided to get started with Rhythm - what happens next?”
Below are a few common software implementation myths and how we help you avoid them:
Iѕ уоur corporate сulturе роѕіtіvе or is it сut-thrоаt?
Cоmраnу culture іѕ оnе of thоѕе thіngѕ thаt just еvоlvеѕ organically... rіght? Not іf you want to gеt аhеаd. It'ѕ еvеrу bit аѕ іmроrtаnt аnd mаllеаblе аѕ уоur buѕіnеѕѕ strategy or уоur core product. If уоu wаnt a high performance team that's uрwаrdlу mobile аnd соmfоrtаblу іn соntrоl, you nееd tо vіеw уоur сulturе аѕ a key buѕіnеѕѕ driver. A rесеnt Hаrvаrd Buѕіnеѕѕ Rеvіеw article, "Prооf Thаt Pоѕіtіvе Wоrk Cultures Are Mоrе Prоduсtіvе," оutlіnеѕ a strong case fоr сultіvаtіng a positive wоrk сulturе to increase рrоduсtіvіtу; but, hоw саn you make уоur сulturе more роѕіtіvе?
It is no secret that your people are instrumental to the success of your business. In order to have a great company, you not only have to hire the right people and get them in the right seats as Jim Collins says, you also have to work to retain and engage those people once you have them.
Recently, I started on a journey to be healthier and more active. As I was running on the treadmill last week, I thought to myself, "Are motivation and engagement the same?" There are quite a few times when I am at the gym motivated but not necessarily engaged with what I am doing. I am motivated to run a mile, but my mind could be engaged a million miles away.
As an employer, you want your workforce to be both engaged and motivated. With employee engagement at around 32.6%, it is important to know the difference between engagement and motivation.
If you’ve done the hard work to determine the right BHAG for your company, you are probably chomping at the bit to get started. What’s the first step toward achieving that 10-25 year visionary goal? If you truly have a BHAG that is audacious enough, you probably don’t know where to start!
That’s a good thing - it is supposed to be a little daunting. But, the good news is that you can start steadily climbing toward your goal using the tips outlined in the infographic below to help you reach the summit.
I recently blogged about why some companies increased sales and were happily forging ahead while others never moved out of the starting gate, or worse, closed their doors in 5 Secrets to Make Happy Money in Your Business. I was challenged in a recent onsite planning session to share more. As I wrestled with the question, I shared 5 MORE secrets. Whatever your description of happy money, find 5 more secrets below to add to your success bookshelf. Let's start with #6: