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How can you adjust strategies based on progress monitoring data?

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Progress monitoring is a key component of performance management, as it allows you to track the effectiveness of your strategies, identify strengths and weaknesses, and make timely adjustments to improve outcomes. However, collecting and analyzing data is not enough; you also need to use it to inform your decisions and actions. In this article, we will discuss how you can adjust your strategies based on progress monitoring data, using a simple framework and some practical tips.

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Santhosh P K

Head HRBP || People & Culture || Strategy || LinkedIn Top Leadership Voice || LinkedIn Top Team Voice
Keith Metcalfe

Uncovering the link between LEARNING and PERFORMANCE

1 Define your goals and indicators

Before you can adjust your strategies, you need to have a clear idea of what you want to achieve and how you will measure it. This means setting SMART goals (specific, measurable, achievable, relevant, and time-bound) and selecting relevant indicators (quantitative or qualitative measures of progress) that align with your goals. For example, if your goal is to increase customer satisfaction, you might use indicators such as ratings, feedback, retention, and referrals.

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Santhosh P K

Head HRBP || People & Culture || Strategy || LinkedIn Top Leadership Voice || LinkedIn Top Team Voice
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What we want to achieve is a long term goal based on which SMART goals should be set. Goals should be measurable and should be made easy to understand how it is measured, so that the key focus area is known to all and will not be missed. Focus should not be on 3-4 areas so that employees can focus on the key areas and we can get the desired results. Reviews should be done frequently so that corrective measures and actions can be taken to achieve the long term goals.

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2 Collect and analyze data

Once you have defined your goals and indicators, you need to collect and analyze data on a regular basis, using appropriate tools and methods. Depending on your indicators, you might use surveys, interviews, observations, tests, or performance reports to gather data. You should also use data analysis techniques such as descriptive statistics, trend analysis, or gap analysis to summarize, compare, and interpret your data. For example, if you want to measure customer satisfaction, you might use a Likert scale survey and calculate the mean, median, and mode of the responses.

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Santhosh P K

Head HRBP || People & Culture || Strategy || LinkedIn Top Leadership Voice || LinkedIn Top Team Voice
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Analysis is the key, once the data is collected we should use it wisely to generate various analysis, for eg if we are measuring the customer feedback we should have an analysis based on age, location, feedback, timings, the day of feedback and then also analyze the trends over the weeks and months to arrive at one particular data that we can use to correct the process. It's always good to use some tools to analyze data. Data should be used to improve the output by taking corrective measures on the process but not by replacing an employee.

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3 Evaluate and communicate results

After you have collected and analyzed your data, you need to evaluate and communicate your results, using clear and concise language and visuals. You should compare your results with your goals and indicators, and identify whether you are on track, ahead, or behind. You should also highlight the main findings, insights, and implications of your data, and share them with your stakeholders, such as your team, manager, or clients. For example, if you find that your customer satisfaction ratings are lower than expected, you might use a chart to show the distribution of the responses and explain the possible reasons and consequences.

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4 Adjust and implement strategies

Based on your evaluation and communication of your results, you need to adjust and implement your strategies, using a plan-do-check-act (PDCA) cycle. This means that you should plan what changes you will make to your strategies, based on your data and feedback; do the changes and monitor their effects; check whether the changes are working and producing the desired outcomes; and act on the results and make further adjustments if needed. For example, if you want to improve customer satisfaction, you might plan to offer more training or incentives to your staff, do the training or incentives and track their impact, check whether they increase customer satisfaction ratings, and act on the feedback and data to refine your strategies.

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5 Review and reflect

Finally, you need to review and reflect on your progress monitoring process, using a SWOT analysis (strengths, weaknesses, opportunities, and threats). This means that you should assess the strengths and weaknesses of your progress monitoring system, such as the quality, reliability, and validity of your data and methods; the opportunities and threats that your progress monitoring data reveals, such as new trends, gaps, or risks; and the lessons learned and best practices that you can apply to your future progress monitoring activities. For example, if you have successfully improved customer satisfaction, you might review what worked well and what could be improved in your progress monitoring system, and identify new opportunities and threats that your data suggests.

Progress monitoring is a powerful tool for performance management, but it requires you to use your data to adjust your strategies and improve your results. By following this framework and these tips, you can make progress monitoring a part of your continuous learning and improvement cycle, and achieve your performance goals more effectively and efficiently.

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6 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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Keith Metcalfe

Uncovering the link between LEARNING and PERFORMANCE
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Goal setting is a tough subject for many. It's interesting that everyone knows it's important but few have been given training on the topic. It would be interesting to measure performance on a leader's ability to set goals. To me, this is a key competency of a leader and needs to be measured.

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How can you adjust strategies based on progress monitoring data?

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2

3

4

5

6

1 Define your goals and indicators

2 Collect and analyze data

3 Evaluate and communicate results

4 Adjust and implement strategies

5 Review and reflect

6 Here’s what else to consider

Performance Management

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How can you adjust strategies based on progress monitoring data?

1

2

3

4

5

6

1 Define your goals and indicators

2 Collect and analyze data

3 Evaluate and communicate results

4 Adjust and implement strategies

5 Review and reflect

6 Here’s what else to consider

Performance Management

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