The Amber Dilemma: Why Using Amber in Performance Dashboards is a Terrible Choice

Ah, amber. The color that sits comfortably between red and green, like a couch potato who can’t decide whether to get up and exercise or continue binge-watching TV. In the world of traffic lights, amber is that fleeting moment of indecision, a brief pause before the inevitable. But when it comes to performance dashboards, using amber is like giving a “get out of jail free” card to poor performance management. Let’s dive into why amber is the worst choice for your dashboards, with a sprinkle of humor and a dash of reality.

The Traffic Light Analogy: Amber’s Elusive Nature

First, let’s talk about traffic lights. How often do you see amber compared to red or green? Not very often, right? Amber is that brief, almost ephemeral moment that tells you to either speed up or slow down, depending on your driving style (no judgment here). It’s a color that exists in a state of flux, a limbo between action and inaction.

In the world of performance dashboards, amber serves the same purpose. It’s a color that says, “Hey, something might be wrong, but we’re not sure yet. Maybe it’s fine, maybe it’s not. Who knows?” It’s the ultimate non-committal color, perfect for those who love to sit on the fence.

Amber: The Get Out of Jail Free Card

Using amber in performance dashboards is like giving a free pass to mediocrity. It’s the color that says, “We’re not failing, but we’re not succeeding either. We’re just… here.” Imagine if life worked that way. You wouldn’t have to commit to anything!

• Job Performance: “Well, I didn’t meet my targets, but I didn’t miss them by much either. Let’s call it amber.”
• Relationships: “We’re not really together, but we’re not apart either. We’re in an amber phase.”
• Health: “I’m not fit, but I’m not unfit either. I’m just amber.”

Amber is the ultimate cop-out, a way to avoid making tough decisions and taking responsibility. It’s the color of procrastination, the hue of hesitation.

Things That Either Are or Are Not: No Middle Ground

Let’s take a moment to appreciate things that either are or are not. There’s no middle ground, no ambiguity.

• Pregnancy: You can’t be “kind of” pregnant. You either are or you aren’t.
• Winning: You can’t “sort of” win a race. You either cross the finish line first or you don’t.
• Cooking: Your food is either cooked or it’s not. No one wants to eat “kind of” cooked chicken.

In these scenarios, there’s no room for amber. It’s all about clear, decisive outcomes. Performance dashboards should be the same. They should provide clear, actionable insights, not vague, wishy-washy indicators.

The Impact on End Users and Consumers of Metrics

Now, let’s think about the impact of using amber on the end users and consumers of these metrics. Imagine you’re a manager trying to make sense of your team’s performance. You see a lot of amber on your dashboard. What does it mean? Should you be concerned? Should you take action? Or should you just wait and see?

Amber creates confusion and uncertainty. It leaves room for interpretation, which can lead to inaction. Managers might think, “Well, it’s not red, so it can’t be that bad,” and decide to do nothing. Meanwhile, underlying issues continue to fester, unaddressed and unresolved.

For the end users, amber is frustrating. They want clear, actionable insights. They want to know if they’re doing well or if they need to improve. Amber doesn’t provide that clarity. It’s like getting a “maybe” when you ask someone out on a date. It’s neither a yes nor a no, and it leaves you hanging.

The Case for Red and Green: Clear, Decisive, and Actionable

So, what’s the alternative? Stick to red and green. These colors provide clear, decisive, and actionable insights.

• Red: Something is wrong. Take action now.
• Green: Everything is good. Keep up the good work.

With red and green, there’s no ambiguity. You know exactly where you stand and what you need to do. It’s like having a GPS that tells you to turn left or right, rather than one that says, “Maybe you should turn here, but I’m not sure. You decide.”

Conclusion: Ditch the Amber, Embrace Clarity

In conclusion, using amber in performance dashboards is a terrible choice. It’s a color that promotes indecision, procrastination, and poor performance management. It creates confusion and leaves room for interpretation, which can lead to inaction and unresolved issues.

Instead, embrace the clarity and decisiveness of red and green. Provide your end users with clear, actionable insights that help them make informed decisions and take appropriate actions. Ditch the amber and say goodbye to the “get out of jail free” card for poor performance management.

Remember, in the world of performance dashboards, there is no middle ground. Things either are or are not. So, let’s leave amber where it belongs – in the fleeting moments of traffic lights – and bring clarity and decisiveness to our performance metrics.

And if you’re still not convinced, just think about it this way: Would you rather know if you’re winning or losing, or would you prefer to live in a perpetual state of “maybe”? The choice is clear. Or should I say, green?