You’re conducting performance evaluations. Are you using data analytics to your advantage?

Defining metrics and expectations clearly will set your team up for success. Your team members should know where they are always at from a performance and expectations standpoint at all times vs once a year. Having weekly or biweekly one on ones will help you and them with your partnership for success. Setting up clear goals and defined KPI’s will allow all parties to be in the know without question. Eliminating any gray areas aids in progress and growth.

1) Objective assessment: Use data analytics to gather and analyze objective performance data, such as sales figures, project completion rates, or customer satisfaction scores. 2) Identifying patterns: Analyze performance data over time to identify patterns or trends. 3) Benchmarking: Use data analytics to benchmark an employee's performance against their peers or industry standards. This can provide context for performance evaluations and help set realistic goals. 4) Predictive analytics: Use predictive analytics to forecast future performance based on past performance data. 5) Feedback and coaching: Use data analytics to provide personalized feedback and coaching to employees. 6) Data-driven decisions. 7) Continuous improvement.

It’s important to use interaction essentials such as, open the conversation by discussing what the topic entails, clarify points and information with supporting data, I.e. notes from 1 on 1’s, agree upon points and feedback and anything else needed to be held during the discussion, and close the conversation by reiterating points, expectations, and future goals.

A way to plan for a team members future is by using something called an IPDA. Individual personal development assessment. By starting the year with their goals front and center and aligning them with the goals and expectations of the company, you are creating clear and concise guidelines to carry that individual throughout the year. You want to make certain that you are offering checkpoints during the year and one on ones that keep the IPDA fluid but honored. Performing this example will allow leaders to get a true pulse on a team members vision for themselves and how that plays into the organization.

Let’s simplify adding data analytics to your advantage a little more. Data analytics during performance evaluation should provide people leaders with all relevant data that gives a complete picture of the teams and how it impacted the performance in a positive or a negative way. Example: -Turnover data for a particular business area which resulted in significant workload on the current team members. -Engagement scores that was also a result of high turnover in the team. - Less completion of learning and development courses The leader now has a better picture on how the team is feeling and how the performance evaluation conversation needed to be conducted to improve the current situation. End of the day it is all about authenticity.