You realize your operation doesn't measure up to this level you may look to other organizations that do achieve this level in order to learn why yours doesn't. However, setting benchmarks also requires realistic approaches; if we set the bar too high for our employees they may become discouraged. The same goes for the organizational benchmarks - many companies miss their goals because of poor planning in this area or simply do not have the resources to provide employee benefits like lunches, dry-cleaning, and other perks provided by some companies.
How might a manager or leader find a 'happy medium' with a benchmarking strategy? Are there any concerns will not fully benchmarking a department or process?