**8.1 Key metrics and indicators for assessing strategy implementation success in a VUCA world**

Measuring and evaluating strategy implementation success in a VUCA world requires organizations to consider a range of metrics and indicators that go beyond traditional financial measures. Key metrics may include customer satisfaction, market share, innovation rate, employee productivity, and adaptability to changing market conditions [57]. These indicators provide a comprehensive view of strategy execution outcomes and help organizations assess their ability to navigate the challenges of a VUCA environment.

#### **8.2 Balanced scorecard approach**

The balanced scorecard approach offers a framework for evaluating the impact of employee behavior and culture on strategy outcomes by considering multiple perspectives. This approach includes financial, customer, internal process, and learning and growth perspectives [31]. By incorporating these perspectives, organizations can assess how employee behavior and organizational culture contribute to financial performance, customer satisfaction, operational efficiency, and employee development. The balanced scorecard approach provides a holistic view of strategy implementation outcomes and enables organizations to identify areas for improvement and alignment.

#### **8.3 Organizational network analysis**

Organizational network analysis (ONA) examines social networks and communication patterns within an organization to understand the influence of employee behavior and culture on strategy execution [58]. By mapping formal and informal networks, ONA helps identify key influencers, information flows, and collaboration patterns. It provides insights into how employee behavior and organizational culture impact the exchange of knowledge, decision-making processes, and coordination efforts during strategy implementation. ONA helps organizations identify both strong and weak ties in the network, facilitating effective communication and collaboration to support strategy execution.

#### **8.4 Employee engagement theories**

Employee engagement is a crucial factor in strategy implementation success. Various models and tools can be used to measure and assess employee engagement and its impact on strategy implementation outcomes. For example, the Gallup Q12 survey measures employee engagement by assessing factors such as clear expectations, supportive management, and growth opportunities [59]. The Job Demands-Resources model [60] examines the balance between job demands and resources to understand employee engagement. These models provide insights into the relationship between employee engagement, behavior, and strategy execution outcomes, helping organizations identify areas where engagement can be improved.

In measuring and evaluating strategy implementation and performance in a VUCA world, organizations should adopt a multidimensional approach that goes beyond financial metrics. The balanced scorecard approach provides a comprehensive framework for assessing the impact of employee behavior and culture across various dimensions. Organizational network analysis offers insights into the influence of behavior and culture on communication and collaboration networks. Employee engagement theories provide tools to measure and understand the relationship between engagement, behavior, and strategy execution outcomes.
