Designing meaningful employee experiences step 5: Measure progress and sustain change

Updated: Jun 22, 2018

Change never stops. That’s why continuously measuring progress means more than a one-off measure of performance. Nigel Borowski from ME+ explains how our career app is the smart way for employees to track their success.

By definition, progress is a fluid, moving thing. Yet large organisations often measure performance in a fixed way, at a fixed point of time – usually aligned to an annual calendar rather then the natural cycle of a project or piece of work).

To deliver meaningful employee experiences, we believe measuring progress is more important to long-term success than a simple attempt at measuring performance (it’s the final step in our five steps to designing meaningful employee experiences). But how do we do it? The answer is in building personal habits that keep track of your progress, and the ME+ career management app can help.

Meet Jonas and Nicola

Jonas works in the management team of a small consultancy business. He wrote down his goals at the beginning of the year and agreed them with his boss. They were SMART (Specific, Measurable, Achievable, Realistic and Time-bound), with clear target dates for key milestones.

Nicola works in the same management team as Jonas. She captured her goals using ME+, which forced her to be SMART by setting completion dates, but also prompted her to break ambitions down into key milestones and the actions needed to reach them.

At the end of the first quarter, Jonas and Nicola were asked to share the progress they’d made towards their year-end targets.

Jonas returned to his plan and worked out what had progressed and what hadn’t. Some things had moved forward, but there was a lot of change. A key client had had their budget frozen, another had a change in leadership. Both of which had had a big impact on his plan. On a positive note, Jonas had won a new piece of work on the strength of an assignment from the previous year, so it wasn’t in this year’s plan. To check and update the business on his progress, Jonas had to pretty much rewrite his whole plan from scratch.

Throughout Q1, Nicola had used every Friday afternoon to review her progress and mark completed actions with ME+. Where actions hadn’t progressed as planned, she was able to adapt update target dates, or even delete the action altogether if she felt it was no longer needed to reach the milestones she’d set herself. Noticing some actions linked to the same colleague were repeatedly incomplete, Nicola captured an action to fix the relationship. Addressing this blocker released a flow of progress in the action areas that were stalling.

In terms of progress, Nicola used ME+ to show that she was 37% of the way to achieving her ambitions for the year. While she knew this figure was only indicative (she didn’t yet know all the actions needed for the rest of the year), it gave her confidence to have a quick measure of progress she could track throughout the year. She could instantly see what she’d achieved, which milestones had progressed, and which new business had come into her plan since the start of the year. She had a ‘live tracker’ of her progress with all the data she needed at her fingertips.

Measuring progress and sustaining change are linked. One helps reinforce the other by giving constant and ongoing feedback while helping build habits that lead to sustainable success.

See how ME+ can help you measure progress at

To find out how our approach and programmes could help your organisation design meaningful employee experiences, get in touch today.

This blog post was written by the career experts behind ME+ – the career management app from Telos Partners. Find out more about what ME+ can do for you at

This is the sixth in our blog series on Designing Meaningful Employee Experiences.

Previous: Step 4: Take action to close the experience gap