I have a PMO-like role in my small organization. As we continue to evolve an org-wide goals and objectives framework for defining strategic work, and plan for ways to leverage Asana to track progress towards those goals, we are trying to take into account a certain tension that comes from having some work that directly relates to these goals and some work that doesn’t.
Big change initiatives are easy to map to org wide goals and objectives, and people feel good that they’re working on those things and can see clearly how their day to day work contributes to the bigger picture.
However, more BAU-type work–e.g. payroll, accounts payable–won’t map onto org wide goals and objectives. People who work predominately on this type of work may feel like their work isn’t valued or that their day to day feels disconnected from the broader mission of the organization.
I’m curious to learn how others have tackled this challenge: have you tried to build out team-level operational objectives or KPI’s that cover nearly all BAU work, AND tied that work to Asana? Or have you left that sort of work outside of any sort of framework (Asana or otherwise) and just managed the work connectivity part through other forms of recognition?