A team performance dashboard is a visual tool that helps you monitor and improve the results of your team. It can also be a powerful motivator for your team members, if you design it well. In this article, you will learn how to create a team performance dashboard that aligns with your goals, engages your team, and drives action.
The first step to creating a team performance dashboard is to select the key metrics that reflect your team's progress and performance. These metrics should be SMART: specific, measurable, achievable, relevant, and time-bound. They should also be aligned with your team's vision, mission, and objectives, as well as the expectations of your stakeholders. Some examples of team performance metrics are customer satisfaction, quality, productivity, innovation, and collaboration.
Essa etapa é muito crucial é a escolha das métricas. Elas precisam refletir diretamente os objetivos da empresa e da área como um todo. Precisam ser claros e mensuráveis. Um ponto bem importante é dividir com os times, a possibilidade de criar o desdobramento das metas macros, para que dessa forma possam ter pertencimento com o que ir?o buscar ao longo do tempo. Essas metas precisam possuir a forma de calcular de forma fácil e entendível para todos, para que n?o fique nada subjetivo e a descri??o do objetivo também. Dessa forma mitigaremos diversos problemas ao longo do tempo, quando come?ar a mensurar o resultado e analisar os possíveis desvios.
Start by establishing clear objectives and (KPIs) for each employee, ensuring they're specific and measurable. Assign weights to these KPIs based on their importance level. Link these objectives and KPIs to employees' day-to-day tasks, helping them see the direct impact of their work. Develop automated dashboards that pull real-time data, making it easy to track performance. These dashboards should clearly show each employee's status, highlighting areas of success and areas needing improvement. Provide continuous access to the dashboards so employees can monitor their performance regularly. Additionally, implement a system for auto-calculating rewards for employees who exceed expectations, fostering a culture of achievement and motivation.
The next step is to present the data in a clear and easy-to-understand way. You can use different types of charts, graphs, tables, or gauges to visualize the data, depending on the nature and purpose of the metrics. For example, you can use a line chart to show trends over time, a pie chart to show proportions, or a bar chart to compare categories. You should also use colors, labels, and legends to highlight the most important information and make the dashboard easy to read.
A melhor forma de expor e compartilhar as informa??es é de forma visual e clara para que todos tenham acesso e entendam a evolu??o das metas. O ideal é utilizarmos sistemas próprios para acompanhamento e divis?o de tarefas mas também n?o é impeditivo se usarmos um Excel (muitas das vezes funciona melhor que alguns sistemas). O ideal é deixar bem desenhado a divis?o e pesos que ter?o as metas por times. Criar uma linha temporal para demonstrar as metas ao longo dos dias, meses e anos. Sempre bom utilizarmos gráficos de barra, pizza e de linha para demonstrar a evolu??o dos KPI's. Caso sejam metas de atingimento, sim ou n?o, precisa ser claro para todos, como será feito essa mensura??o.
The third step is to add context and feedback to the data, so that your team can interpret and act on it. You can do this by adding benchmarks, targets, or thresholds to the metrics, to show how your team is performing against the standards or goals. You can also add annotations, comments, or ratings to the dashboard, to provide feedback or recognition to your team members. For example, you can use stars, emojis, or badges to reward your team for achieving milestones, or use arrows, icons, or colors to indicate areas of improvement.
Annotations and comments play a pivotal role in data interpretation by providing crucial context and insights that numbers alone cannot convey. They offer the "why" behind the data, enriching the narrative and deepening understanding. Annotations contextualize metrics, explaining deviations or trends, while comments offer qualitative perspectives and highlight actionable insights. By incorporating annotations and comments into data analysis, teams gain a holistic view, enabling informed decision-making and driving meaningful action to achieve goals.
The fourth step is to update and review the dashboard regularly, to keep it relevant and useful. You should update the data as often as possible, depending on the frequency and availability of the data sources. You should also review the dashboard with your team on a regular basis, to discuss the results, celebrate the successes, and identify the challenges. You can use the dashboard as a basis for your team meetings, performance reviews, or coaching sessions.
urth step is to update and review the dashboard regularly, to keep it relevant and useful. You should update the data as often as possible, depending on the frequency and availability of the data sources. You should also review the dashboard with your team on a regular basis, to discuss the results, celebrate the successes, and identify t
O ideal é termos uma rotina pré-estabelecida, como um ritual mesmo, para os times e todos da empresa. Uma rotina de atualiza??o semanal, funciona super bem, até mesmo para n?o ficarmos muito tempo sem olhar e perder a dire??o e termos discuss?es sobre planos de a??o. Outra rotina importante é uma reuni?o mensal, com todos da empresa, para atualiza??o macro de como está a evolu??o da empresa como um todo, geralmente a alta lideran?a dando alguns insights e demonstrando o quanto est?o perto ou longe do atingimento.
The final step is to involve and empower your team in the creation and use of the dashboard. You should ask for your team's input and feedback on the metrics, the design, and the functionality of the dashboard. You should also encourage your team to use the dashboard as a self-management tool, to monitor their own performance, set their own goals, and track their own progress. By doing this, you will increase your team's ownership, engagement, and motivation.
An important element in the success of any initiative is ownership. Allowing the team to contribute to building and setting up their scorecard would ensure fairness and drive ownership. One time while taking over the reigns of a customer success team, I had to scrap the existing metrics and KRAs as the team was in disarray. The initial few months were spent evaluating and solving issues. Once a steady state was achieved, the focus shifted to optimisation and improvement. During which time the team was given an opportunity to figure what metrics they would like to be evaluated on. Once they were given clarity on what metrics move the needle forward in terms of customer satisfaction and success, they designed the framework that delivered.