Leadership

Leaders, Leverage Data to Improve Team Performance

It is tough to give peak team performance without setting any benchmarks. Not only should you have a team with the relevant skills but also the tools that enable you to deliver. In this article at Klipfolio, Matt Shealy explains how leaders can use data to improve team performance.

Data and Team Performance

When your team goals, skills, and tools align with the corporate strategy, your team performance peaks. By collecting and evaluating the right data, you can remove the bottlenecks. Here are the seven steps to improve team performance with data:

Metrics: Thanks to the modern tools, you have a vast repository of data at your disposal. You need to set relevant metrics that can parse the data and provide an accurate analysis. For example, focus only on sales data and metrics when you are reviewing sales team performance. You can identify individuals that are exceeding expectations or underperforming. Display the parameters on a dashboard to comprehend better how team achievements or failures are affecting the business goals.

Goal Setting: Do not go overboard while setting targets for the team nor expect too little. Instead of improving team performance, a wrong goal setting can affect team morale. Set objectives based on the current corporate goals instead of past turnovers.

Visibility: Authors Robert Kaplan and David Norton observed that only 7 percent of employees understand corporate goals and their role in achieving the goals. The problem arises when data and targets come from the senior management without much explanation. The company should make its goals visible so that employees know how they contribute to the company vision.

Duties: Leaders must make sure that there is parity between their expectations and team performance. Be as detailed and transparent in your vision as possible to make it their aim, too. Set clear goals so that managers can supervise individual roles and task completion. Reward achievements to acknowledge team talents and hard work.

Relevance: As told above, set metrics that are relevant to the employees. Include your team while establishing the metrics so that they know their expectations well. Keep in mind the business unit size and location, activity scope, sector growth pattern, and market segment maturity.

Communication: Communicate the results of the team performance metrics through standups, forums, and reviews. Also, conduct one-on-ones and mentoring sessions to understand the critical challenges of your teams. The more you engage your employees in your business, the lesser the cost to the company.

To view the original article in full, click on the following link: https://www.klipfolio.com/blog/7-steps-measure-team-performance

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