The SMART principle can also help here:
- Specific: Which indicators make an action successful or not? Some examples of this are the number of users, falling absenteeism and satisfaction with the measures.
- Measurable: Under which conditions are the actions successful? For example: 50% of employees use a measure, there is a 10% reduction in absenteeism, high employee satisfaction with the measures and so on.
- Acceptable: What are the minimum requirements for an action to be considered a success?
- Realistic: Which change would be realistic?
- Time-related: When do you expect a change to have occurred?