data gathering easier, while changing their status from metrics to opinions on team characteristics and work habits. Are any readers across how these metrics are used in their organization, how and with what frequency is the data gathered, with what reaction from staff and what overall results? I agree that "A key characteristic of a good metric is how easy and accurately can it be measured". But in practice, the best indicators of performance tend to be the most difficult numbers to collect or verify. The mere act of asking these kinds of questions on a regular basis creates an environment where people are encouraged to think, something unfortunately lacking in most corporations today. If you truly want feedback, it's really not all that difficult to collect, even subjective feedback. Most online meeting tools have a polling feature that easily collects feedback at the end of a meeting. Multiple survey and polling techniques abound on the web. These five questions would make great weekly polls on tools like Rypple, or even in regular staff meetings. As for reaction, I find that anytime you ask an employee for how they're doing, they are very receptive. Especially if you take that feedback and do something with it. Their perception is their reality, and it will be passed on to your customers. "Metric 3....How many staff are up to rate as a 1 the meeting called by their manager?" Yeah, I see this being a problem too. How about a monthly or bi-monthly