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For example, managers can define the average employee tenure across departments or in a company as a whole, find out five critical reasons for people leaving, or compare budgets for personal education by years and units. If you already use custom KPIs or you want to introduce some, document them in addition to standard HR metrics.
GoCD pipelines, for example, provide the ability to measure these four key metrics as a first-class citizen of the GoCD analytics. There are other, qualitative (i.e.number of diagrams you see devs drawing, number of ADRs, participation in architectural activities, engagement with governance processes, etc.)
This big board is a really good example of the principle of transparency and the practice of visualization. The teams are responsible for products or a value stream (for example Partner Portal or Internal administration systems). The team themselves have come up with KPIs that describes these effects.
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