15-minute KPI Huddle: Agenda, roles, and suggested script

Use this script to keep the meeting brisk, focused, and psychologically safe. Time-boxed phases prevent metric pressure from turning into blame and make room for experiments.

Roles

• Facilitator — keeps time, reads the agenda, captures decisions.
• Data owner — presents the metrics snapshot (1–2 people).
• Care lead — briefly highlights wellbeing signals and any human risks.
• Scribe — records experiments, owners, and due dates.

Agenda and script (15 minutes)

1. 0:00–0:90 (90 seconds) — Quick status

   Facilitator: “We’ll run 15 minutes. Data owner: give us the snapshot — 3 numbers, 30 seconds each: throughput, cycle time, quality signal.”

2. 1:30–4:00 (2.5 minutes) — Wellbeing snapshot

   Care lead: “Key wellbeing signal(s) and short context: mood scale trend, avg overtime, PTO usage, notable observations.” Keep it short and non-judgmental.

3. 4:00–8:00 (4 minutes) — Highlighted blocker or risk

   Facilitator: “What single blocker or risk most affects flow or people this week?” One person explains the blocker (60–90s). Team asks clarifying questions (max 90s).

4. 8:00–11:30 (3.5 minutes) — Turn blocker into a hypothesis

   Facilitator: “Based on what we saw, what’s a small, testable change we can try for 1–2 weeks to reduce this blocker or reduce team strain?” Team proposes 1–2 experiments. Scribe notes owner and measurement.

5. 11:30–14:00 (2.5 minutes) — Commitments and success criteria

   Scribe: “Who owns this experiment? What will we measure and how will we know it helped?” Capture a simple baseline and a success metric (numeric or qualitative).

6. 14:00–15:00 (1 minute) — Quick reflect and close

   Facilitator: “One short takeaway: what’s one thing we learned or worry about?” Close with appreciation for candidness and experimental thinking.

Meeting rules to protect wellbeing

• Limit metrics to a few signals that tell a story — don’t dump raw dashboards into the meeting.
• No finger-pointing. If the meeting identifies individual performance issues, move discussion to a private follow-up.
• Prefer experiments that change the system (process, scope, staff mix, handoff) rather than asking people to absorb more work.