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Last updated on 2024年8月10日

Your team is divided on performance metrics. How can you bridge the gap and find common ground?

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Performance metrics are vital for gauging success and guiding a team towards its goals. However, when your team is divided over which metrics to prioritize, it can lead to confusion and conflict. To effectively bridge this gap, you need to understand the root of the disagreements and find a way to align your team's objectives with the performance indicators that truly matter. This article will guide you through the process of creating common ground, ensuring that everyone is working towards the same vision of success.

本文章的要点总结

Understand team perspectives:

Conduct a thorough assessment by encouraging open dialogue to understand each member's views on performance metrics. This non-judgmental environment helps uncover the reasoning behind differing opinions, laying the groundwork for alignment.### *Align with shared goals:Identify your team's SMART goals and focus on metrics that align with these objectives. This shifts the conversation from individual preferences to a collective vision of success, fostering unity.

本摘要由 AI 和以下专家提供支持

Philipp Hen?ler

Ambulant, digital und baulich umsetzen:…
Chu Ronald Ngum, CFM, PGD

Certified Advanced Financial Modeler…

1 Assess Views

Begin by conducting a thorough assessment of the different views within your team. Encourage open dialogue where each member can express their perspective on which performance metrics they believe are most critical. This step is not about reaching an immediate consensus, but rather about understanding the diverse viewpoints and the reasoning behind them. It's essential to create a non-judgmental environment where all opinions are valued, as this will lay the groundwork for finding a solution that everyone can support.

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Jér?me THOMAS

Directeur Général Adjoint - Membre du COMEX chez UGAP
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Il importe de rechercher, si ce n'est l'adhésion totale, une forme de consensus parmi l'équipe. Cela implique une forte implication du management pour mettre en oeuvre une démarche de pédagogie et de conviction.

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Lúcio Henrique Leite de Andrade

Engenheiro Agr?nomo
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Achei bastante malicioso o assunto. Me parece pegadinha de prova para concurso!!! Você só divide uma “equipe” se você n?o tiver uma equipe! Em poucas palavras, ou é uma equipe ou n?o é! N?o tem como estar meio grávida. Sugiro rever seus objetivos, rever plano de metas, olhar vis?o, miss?o e valores da empresa. Neste caso genérico, n?o vejo outra saída. Métricas de desempenho dificilmente dividiram uma equipe com um bom líder. Pelo contrário, uma lideran?a competente usaria essas metas para unir, motivar! Sugest?o: volte 3 passos para trás e humildemente recomece sua jornada. Avalie seu time, é um bom time? Se sim, bola para frente!

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2 Identify Goals

Once you have a clear understanding of the various positions on performance metrics, the next step is to identify the overarching goals of your team. These goals should be specific, measurable, achievable, relevant, and time-bound (SMART). By focusing on what your team collectively aims to achieve, you can begin to see which performance metrics align with these goals. This approach helps to move the conversation from individual preferences to a shared vision of success.

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Philipp Hen?ler

Ambulant, digital und baulich umsetzen: Als Ex-Klinikdirektor & MVZ-Leitung unterstütze ich Gesundheitseinrichtungen bei der ambulanten Transformation | Lehrbeauftragter Gesundheits?konomie | Trainer
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So identifizieren Sie im Team gemeinsame Ziele für Kennzahlen 1. Gemeinsame Ziele definieren: Konzentrieren Sie sich auf übergeordnete Ziele, die für das gesamte Team wichtig sind. 2. Metriken abstimmen: Stellen Sie sicher, dass die Leistungskennzahlen diese Ziele direkt unterstützen 3. Den Fokus vereinen: Vermeiden Sie Einzelinteressen und schaffen Sie eine gemeinsame Vision

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Jér?me THOMAS

Directeur Général Adjoint - Membre du COMEX chez UGAP
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A l'évidence, pour ètre accepté pleinement, un disposif de pilotage par objectifs doit s'appuyer sur des cibles dites "SMART"

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Lúcio Henrique Leite de Andrade

Engenheiro Agr?nomo
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Ah sim, metas tra?adas, uma boa equipe, lideres motivados; miss?o, vis?o e valores alinhados; I?ar velas e homem ao mar! Sem rodeios, sem firula, só trabalho honesto. Sim, sim vai dar tudo certo.

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3 Find Commonality

With the goals laid out, search for commonalities in the performance metrics that have been suggested. You might find that some metrics are universally recognized as important, while others are more contentious. Highlighting the metrics that everyone agrees upon can serve as a foundation for building a unified performance measurement strategy. This step is crucial in demonstrating that despite differences, there is a shared commitment to certain core metrics.

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4 Discuss Relevance

Discussing the relevance of each proposed metric in relation to your team's goals is a critical step. This involves critically analyzing how each metric contributes to the desired outcomes. Encourage your team to consider the impact of these metrics on their daily work and on the team's objectives as a whole. This conversation can help to weed out less relevant metrics and ensure that the focus remains on those that truly drive performance.

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5 Propose Compromises

After evaluating the relevance of each metric, propose compromises where necessary. This may involve combining certain metrics, adjusting their weight in performance evaluations, or agreeing to a trial period for less popular metrics to prove their value. The key is to show flexibility and a willingness to experiment with different approaches. This step requires diplomacy and negotiation skills, as you'll need to balance different interests to reach a mutually acceptable agreement.

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Lúcio Henrique Leite de Andrade

Engenheiro Agr?nomo
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Proponha sim objetivos que fa?am sentido, alinhamento da equipe, metas tra?adas. Lideres motivados, só trabalhar. Pessoas certas no lugar certo. N?o vai dar errado

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6 Implement Strategy

Finally, it's time to implement the agreed-upon performance measurement strategy. Ensure that there is a clear understanding of how the metrics will be tracked, who is responsible for monitoring them, and how they will be used to make decisions. It's also vital to establish a review process to assess the effectiveness of the metrics over time. By setting up a robust system for measurement and review, you can ensure that the performance metrics continue to serve your team's goals and adapt as necessary.

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Jér?me THOMAS

Directeur Général Adjoint - Membre du COMEX chez UGAP
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Un déploiement efficace nécessite une communication claire et transparente : pourquoi ces objectifs? Comment ont été définies les métriques de mesure? Quels impacts sur le travail et l'animation des équipes? Il faut aussi accepter une démarche itérative d'amélioration et d'ajustement en fonction des premiers feedbacks.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Chu Ronald Ngum, CFM, PGD

Certified Advanced Financial Modeler |Contemporary Business Plan Writing & Development Professional | Financial & Value Systems Engineer | Portfolio Valuations & Strategic Market Development Specialist
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Consider consulting Finance, Operations and HR if there's been a manual on Integrated Performance Metrics (IPM) that highlights the approach to use when assessing performance. Such a manual would set all the goals, tactics and timely actions to take. If this is absent, consider establishing one that gets reviewed periodically for long-term relevance.

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Israel Pineda Garcia

Gerencia Operaciones/Calidad | Alta Dirección, Resolución de Problemas, Negociación
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El punto de partida son las directrices de la organización ,las necesidades. Ningún indicador de rendimiento está sobrando y el alcance de los objetivos impacta a otros sectores de la organización, es por eso que desde el sentido de corresponsabilidad se debe de ser claro y transparente con el equipo. Y ser proactivos como líderes en la toma de decisiones e implementación de estrategias, es más fácil solucionar un problema antes de que inicie y los indicadores son el termómetro para medir si se acerca un problema.

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Your team is divided on performance metrics. How can you bridge the gap and find common ground?

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1 Assess Views

2 Identify Goals

3 Find Commonality

4 Discuss Relevance

5 Propose Compromises

6 Implement Strategy

7 Here’s what else to consider

Business Reporting

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