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How We Measure Progress
At Success Ally, we focus on three core operating system metrics that show whether decisions are being made, managers are executing, and employee feedback becomes action.
Metrics are how we keep strategy honest.
Success Ally measures performance, clarity, and organizational momentum using a consistent, operator-grade measurement architecture. Each metric is tied to a specific part of the People Operating System: decision rights, manager cadence, and experience feedback loops, so leaders know what’s working, what’s breaking, and what to do next.
Metrics are how we keep strategy honest. We look at three core operating system metrics:
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Decision Latency – how fast decisions get made
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Manager OS Adoption – how consistently managers run the system
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Employee Experience Action Velocity – how quickly feedback turns into action
The Three OS-Level Metrics
Decision
Latency (DLI)
What it is:
The median number of days from identifying an issue to an owner-approved decision.
Why it matters:
Slow decisions create meeting drag, missed windows, and re-litigation. Faster decision cycles lift execution and reduce leadership overhead.
How we measure it:
We timestamp “identified” events in tickets, messages, or logs → timestamp “decision” → compute median daily/weekly monthly.
Where it applies:
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People Architecture Blueprint (primary)
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Operating Review/Diagnostic (baseline)
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Executive Strategy Intensive (30-day cycle reduction)
Target: Reduce by 20–40% in 60–90 days.
Manager Operating System Adoption (MOA%)
What it is:
Percentage of managers completing required behaviors monthly (1:1s, goals, feedback, rituals).
Why it matters:
Manager behavior drives clarity, throughput, engagement, and retention. Strategies fail when expected rhythms aren’t adopted.
How we measure it:
Pull from LMS/Leapsome/Workday or calendar audits → count managers meeting all required behaviors → divide by total managers.
Where it applies:
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Leadership & Manager Accelerator (primary)
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People Architecture Blueprint (governance installation)
Target: Improve by 30–50% in 60–90 days.
Employee Experience Action Velocity (EAV)
What it is:
Percent of survey-derived actions closed within 30 days.
Why it matters:
Teams trust feedback loops only when action follows. High velocity signals healthy culture, responsiveness, and retained talent.
How we measure it:
Export action plans from Culture Amp/Qualtrics/PM tools → track number of actions closed under 30 days → compare to total.
Where it applies:
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Listening & Employee Experience System (primary)
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Operating Review (baseline)
Target: ≥60% actions closed in ≤30 days.
How We Use These Metrics Across Services
Each of our services improves a different part of your People Operating System. These engagements utilize the listed metrics:
Primary metrics:
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Decision Latency (DLI)
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Manager OS baseline
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Governance cadence adherence
Primary metrics:
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Manager OS Adoption (MOA%)
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1:1 / goals / feedback completion
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Manager-led action follow-through
Primary metrics:
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Employee Experience Action Velocity (EAV)
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% actions closed in 30/60/90
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Feedback loop completion
Primary metrics:
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Decision cycle clarity
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30-day action closure
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Owner alignment & commitment
How We Baseline & Track Progress
We measure installation and momentum using a simple, repeatable cadence.
Leaders get clarity fast and teams know exactly what’s improving.
Baseline → 30 → 60 → 90 Day Measurement Cadence
Baseline (Day 0)
We establish initial benchmarks for DLI, MOA%, and EAV during the 1-Week Operating Review.
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Decision cycle audit
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Manager rhythm audit
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EX action audit
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Org/system blockers identified
30 Days
Early indicators of system installation.
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Decision rights usage increases
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First manager cadence run
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Initial actions closed
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Adoption curve published
60 Days
Momentum and consistency begin to compound.
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Faster decision cycles (DLI trending down)
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Manager behaviors become routine
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EX loops close more reliably
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Cross-team alignment strengthens
90 Days
Patterns become operating norms.
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DLI reduced 20–40%
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MOA% up 30–50%
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EAV ≥60%
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Governance cadence stable and leader-owned
Each engagement includes dashboards, owner reviews, and clarity loops so your team can operate the system independently, without long-term vendor dependency.
Results Achieved
Operator-grade results from real client engagements.
Titan Global (Professional Services)
Outcomes:
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Revenue: <$100K → >$13M
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60% reduction in voluntary turnover
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35% reduction in recruiting costs
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70% faster payroll processing
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Scaled to 1,500+ employees / 150+ locations; multiple PE/VC deals; 2020 M&A exit
Titan Global — New York, NY
Healthcare Network (45+ Facilities, 1,500+ Staff)
Outcomes:
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33% reduction in voluntary turnover in 5 months
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$1.4M annualized cost savings
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6% engagement lift in Q1
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+22.2% improvement in values & culture reviews
New York, NY
PE-Backed Trades Portfolio
Outcomes:
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35 hires across 7 operating companies (initial target: 15 technicians)
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12% interview-to-hire efficiency (≈2× blue-collar benchmark)
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85% offer acceptance rate (vs. 60–70% trades average)
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$60K+ annual vendor spend reallocated to in-house recruiting
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Designed end-to-end engagement-to-performance lifecycle (eNPS, 30/60/90, manager SOPs)
New York, NY
Benchmark Your Metrics
Most teams begin by establishing a clean baseline.
The 1-Week Operating Review reveals what’s driving friction, what’s slowing decisions, and where your People Operating System needs reinforcement.
What You Get :
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DLI, MOA%, and EAV baseline with a clear interpretation of what each means for your org
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Priority map of decision, manager, and EX blockers
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90-day action plan tied to measurable outcomes
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© 2025 by Success Ally, LLC