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Little Statistics, Non Related to Core Excel - Best Manager

P

prasaddn

Active Member
Hi,


I am wondering if somebody has some tips for me to address the situation.


I am given a task to figure out the best manager based on various parameters. All is fine except few paramters that are directly related to team size, but unfortunately the team size would not be same for all managers.


Assume we have standard size of team members as n.

Some managers have less than n as team size, while few have more than n.


If the parameter states how many team members' one-on-one were finished? or How many team members did not turn up for the party?


how can I bring some uniformity or rating or point system.. any suggestions pls?


Regards,

Prasad DN

PS: Pls dont trash my query, as it is not related excel, i see alot of statistians here
 
Hi prasaddn,


Cannot we devolve the basis unit of "group" to an even smaller "individual"... In case where you have "n" members for a standard group one use full ratio could be:


Ratio = Parameter under consideration / no. of persons


In such a case ratio of a parameter for each group will be different and thus they can be compared.


Or there can be two types of comparisons, viz inter group and intera group comparison. Lets say you have x groups of n-members, y of n+1 and z of n-1, then they could be compared between themselves by using usual parameters but for inter-group comparison you could use per person approach.


FASEEH
 
Hi, prasaddn!


I don't remember who was the guy that said "There are three kinds of lies: lies, damned lies, and statistics", Disraeli is blamed but it's uncertain.


In my humble opinion, you can always build a KPI that reflects what you want (excluding the 99%-1% cases where you can't "draw" -in spanish we say "dibujar" when we try to change perceptions choosing the best view point-).


So I ever tried to avoid being the guy who "defined the XXXX KPI that doesn't serve for anything"... phrase to be said in the near future by the one who asked for the job and today said "wow! this KPI is fantastic, it's exactly what we -'his?' corporation- needed".


My recommendation is to try to get the focus as far as you can from that team-size parameter statistics, minimize them (if you can't make the disappear just make them as simple as a nearly-innocuous/almost-harmless percentage). Every indicator that hasn't the power of making an impression as big as another one is condemned to get highlighted as "the one that didn't performed as expected", even if nothing better could have been expected from it.


As you see, I didn't trash your query, but didn't help you a lot statistically in nothing...


I've just performed as a team-size parameter KPI, or... neither as a lie nor a damned lie: just as a statistic. That was what you were looking for, wasn't it?


:)

Regards!
 
One can't deny your view points Pablo! :)


As a matter of fact, I concluded that if a manager is given n team members, then irrespective of big or small the team size, he is responsible for delivering things to team members that is expected. No excuses or concession required.


If is fails due to team size, he should have raised flag for help.


Thank you All!!


Regards,

Prasad DN

PS: In fact,i am designing the KPI Dashboard similar to that given by chandoo in this site.
 
Hi, prasaddn!


I was just wondering... I've previously answered as if I was in your place, and evidently I've got no key answer.


I was just going on wondering... What if I answer as if I am the manager and not the IT/controller guy?

And I got (I think, I hope, ... I'm smiling so I'm 99.95% sure I do have got) what you need. When this guy (you) come to my office and ask me what team-sized KPI indicator should I like to have, both he an me knowing that we haven't found them... I think I would simply send a mail to each team leader -or better ranked team member, if there're no leaders- and ask them what parameter should they use to analyze their performance: if none results suitable, well, I have the same problems as before but I'm safer in my corporate's position... and if I receive several useful, eeemmm... three things:

a) I'll call your manager/director and tell him you were not up to the job (otherwise you should have found those answers by yourself -manager view-point-)

b) I'll call my manager/director and tell him what outrageous KPI "I" have found (see next item, he surely reached that level... if not me too!)

c) I'll keep one and a half eyes on the guys who proposed those indicators, they're potential candidates to my position, ... so... what better than a lateral promotion?... send them to the user lines? (remember 1980's Tom Peters book In Search Of Excellence? ... "En una jerarquía todo empleado tiende a ascender hasta alcanzar su nivel de ineficiencia"... something like "In a hierarchy, every employee tends to ascend until reaching his inefficiency level")


Regards!


PS: go right now to the manager's office, I bet he hasn't the answers :)))

PS2: check with the team leaders, then send a mail to the manager, copying his and your bosses and state clearly that was you who discovered the wow KPIs...

PS3: do it quickly, what if somebody at your job enters at chandoo?
 
A better translation: In a hierarchy every employee tends to rise to his level of incompetence.

Sorry, I've been promoted in my english skills.
 
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