The 5 Most Important Metrics for Evaluating Team Performance

The 5 Most Important Metrics for Evaluating Team Performance · 1) Team Member Feedback · 2) Team Turnover Rate · 3) Project Delivery Success Rate. CONTACTUSSTORE The5MostImportantMetricsforEvaluatingTeamPerformance PostedbySusanCullenonAugust12,2019 AllTopics Categories assessment(1) CommunicationSkills(12) creativity(1) emotionalintelligence(1) EmployeeDevelopment(26) Happiness(6) Tweet Regularperformancereviewsareincreasinglyathingofthepast.Onestudyfoundthat95%ofemployeesaredissatisfiedwiththeiremployers'appraisalprocess,largelyduetothelackofaccurateinformationandhistory-facingnatureoftheprocess. That'sprobablywhycompanieslikeGEandAdobearecompletelyoverhaulingtheirperformancemanagement.Theyrecognizethatmoreeffectivemeanshavetobeimplementedtoactuallybearfruitfortheenterprise. Amongthosemeans:leadershipevaluation.It'seasytoappraisetheperformanceofadeskworkerorsalesagentwithdefinedgoals.Evaluatingcompanyandteamleadership,ontheotherhand,tendstobemorechallenging.Asaresult,fewcompanieshaveactuallyimplementedaneffectivesystemtoaccomplishthatfeat. Thatdoesn'thavetobethecase.Anycomprehensiveperformancemanagementstrategyshouldfinditswayuptheorganizationalchart,particularlywhenitcomestoteamleaders.Weknowthatteamsarethebackboneofafuture-facingorganization,andteamscanonlybesuccessfulthroughtherightleadership.Sowhynotmakeanefforttoevaluate,improve,andcoachthatleadershipintherightdirection? Todothat,youneedtherightmetrics.Simplesalesgoalswon'tdoasmuchgoodhereasitwouldfortheevaluationofasalesagent.Instead,considerthese5crucialmetricsforevaluatingyourteamleaders'performances. 1)TeamMemberFeedback Itmightbeaninformalmetric,butfeedbackfromtheteamreportingtotheleaderisanabsolutelycrucialpartoftheevaluationprocess.Productivity,successrate,andothermorequantitativeKPIsmatterlittleiftheteamworkingunderthemanagerjustcannotgetalongorhasbeenalienatedtoadegreewhereitslong-termproductivityandjobsatisfactionisinjeopardy. Ontheotherhand,someofthebestleadersthrivebasedontheseintangibles.Throughfeedback,ideallycollectedinawaythatgiveseachmemberoftheteamtheopportunitytochimeinonthesamequestionsprivately,youcangaugeoverallsuccessandgetinitialideasaboutmanyofthemorespecificmetricsbelow. 2)TeamTurnoverRate Howlongdoesyourteamstaytogether?Howoftendomembersoftheteamrequesttobemovedelsewhere,orhowoftendoestheleaderrequestaswitch,andhowoftendoyouremployeesleavetheorganizationaltogether?Youcananswerallofthesequestionsthroughmeasuringtheturnoverrateofyourteam. Theequationissimple:Overthecourseoftheevaluatedperiod,dividethenumberoforiginalteammembersfromthestartoftheperiodbythetotalnumberofmembersintheteam.Thismetricisbestusedwhenbenchmarkedacrosstheorganization,allowingyoutounderstandwhichteamstendtosticktogether,whichfloatmore,andwhattheleadermighthavetodowiththosetrends. 3)ProjectDeliverySuccessRate It'stimetotalkaboutproductivity.Naturally,ateamleadercanonlybeassuccessfulastheresultstheirteamproduces.It'snottheonlymetricthatmatters,butacrucialonethatultimatelyhelpstodriveorganizationalperformanceaswell. Howmanyprojectscantheteamsuccessfullydelivercomparedtothetotalamountofprojectstakenon?Thismetricsimplytakesoutputsoverinputstocomeupwithasuccessrate.Easytocalculate,butalsopotentiallymisleading. Don'tforgetaboutthetotalvolumehere.Ateamthatonlytakesononeprojectbutdeliverssuccessfullywillhaveabettersuccessratethanateamtakingon7projectsandcompleting6inthesametimeframe.That'swhythepercentageshouldalwaysbeconsideredincontextoftheprojectsthemselves. 4)ConflictResolutionRate Especiallyteamsthatworktogetheronalong-termbasis,theywilleventuallyrunintoconflicts.Theseconflictscanoccurbothwithintheteamandwithothersoutsideofthegroup.Themarkofagoodleaderisnotavoidingconflictsaltogether,butmanagingthemsuccessfullywithoutrequiringexternalinput. Askyourteamleaderstojotdowneachtimeaconflictoccurs,andthemeasurestakentodiffuseit.Markwhenithadtobeescalated,andwhenitcouldberesolvedwithinthecontextoftheteam.Throughthosemetrics,youcandeterminetheteam'sconflictresolutionratealongsidesomeofthecontextualcluesthatgiveyoubetterinsightintotheleader'sabilitiesinthisarea. 5)TeamDevelopmentRate Finally,noleadercanbeconsideredsuccessfulwhentheydon'tlookoutforthebestoftheiremployees.Greatmanagersspottalent,developit,andhelpitachievenewheights.Measuringtherateatwhichthishappenscangiveyouinsightintothedegreetowhichtheleadercaresnotjustaboutoutcomes,butthegreatergoodforeverymemberoftheteamaswell. Developmentherecanmeananythingfrompromotionstosimpleprofessionaldevelopmentopportunities.Perhapsit'stakingonnewresponsibilitiesorattendingaconferencetorefineexistingskills.Again,thegoalhereisnottoquantitativelydefinethemetric,buttoconsidercontextualcuestounderstandleadershipperformance. TheEvaluationisOnlytheBeginning:BuildinganEffectivePerformanceManagementFramework Thesefivemetrics,ahelpfulmixofintangibleandtangiblesuccessKPIs,canhelpyourorganizationimprovethewaysinwhichitevaluatesteamleaders.Ahealthymixofquantitativeandqualitativefactorsensuresthatyoucanjudgeleadersonamorecomprehensivelevel,allowingforamoreforward-facingapproach. Ultimately,foranyorganization,performancemanagementshouldincludemorethanjusttheevaluation.Italsoneedstoincorporatenextsteps,takeawaysfromthatevaluationthatcanleadtobetterperformanceforthemanagerandtheorganizationasawhole.Eachofthesemetricsisdesignedtoaccomplishjustthat,lookingnotjustbackwardsintothepastbutalsointothefuture. Tobuildacomprehensiveperformancemanagementframework,metricsneedtoleadtonextsteps.Aleadershipdevelopmentprogram,ofcourse,willbeabsolutelyessentialtoaccomplishingthatnextstepsandturningleadershipevaluationsintotangibleimprovementopportunities.Contactustodayabouttrainingopportunities,buildingamorecomprehensivestrategydesignedtomoveyourorganizationforward. Downloadourwhitepaper"HowtoHelpManagersDevelopLeadershipSkills". Leadersplaythemostcriticalroleinyourorganizationtopropelitpowerfullyintothefuture.Thiswhitepaperisdesignedtoaddresskeystrategiesandbestpracticestohelpmanagersdevelopthespecificleadershipskillstheyneedforthefuture. Topics: LeadershipSkills SUBSCRIBETOOURBLOG Startyourdayinspired! 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