How do you measure your impact at work? (2024)

It is important to define a clear, aspirational and time bound goal along with milestones and intended impact. This helps your manager / clients envision the end outcome, next steps and track progress. Also, set the expectations of support that would enable you to achieve objectives.Set up regular alignment check ins to ensure you are on the right path and for course correction.Tip: Use a healthy mix of quantitative and qualitative success measures to make it easy to ensure success but also allows some elbow room.

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I like to use a simple before and after measurement. Before you worked on this item, what was it like? After you worked on this item, what was it like? There's always a reason we do our work, therefor it is always quantifiable!

To amplify the impact you've made, start with a time you failed OR start by expressing the stakes if you would have failed. Then, share the *measurable* steps that you took and the result that ensued.There is *always* a way to measure your impact and believe me, everyone is in sales when it comes to career progression -- and to help someone feel the impact you have on business, you've got to speak in numbers.

Business speaks the language of money--money generated as a result of your work, money saved as a result of your work, or a percentage above the mean that exists for a role. For example, "I handle 13% more calls than the average of all call center people at our firm. Using numbers demonstrates impact. HOWEVER, if you are in a role where you would be revealing something proprietary, stick with percentages. If asked politely say, "We haven't released the actual numbers publicly yet so it would not be appropriate for me to share them. I'm sure you wouldn't want one of your employees blabbing something like that in an interview."

Great perspective, Jeff. I like to use my Q formula. Q = Quantify and Qualify your work. I accomplished X by measure of Y by doing Z. It's important that you demonstrate either in performance reviews, on LinkedIn or in your resume that you can do it. DON’T TELL ME YOU DID IT - SHOW ME YOU DID IT

When you measure your impact in a role that traditionally doesn't offer quarterly metrics (ie. most roles outside of sales) -- you're sitting on GOLD.When you find *what can be measured* and then articulate your value in terms of numbers, you'll get better traction than other candidates simply because:*Your competition is likely not doing this.*And this becomes a HUGE opportunity for you.BONUS TIP: In an interview, you can show (not tell) that you understand value is generated by #s and not theory by telling a STARq format story with these numbers woven in.S: Situation/StakesT: TacticsA: ActionR: Resultq: question (ask them a follow up question)

To start with take some time out to reflect on what your goals are and what are you doing to achieve them. The outcome is important but so is the process. Ensure the process is giving you ample learning opportunities and ways to track the progress both qualitative and quantitative. Last but not the least “seeing is believing” , learn to communicate your results effectively using data points.