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What are the best ways to evaluate a new team member's performance in BI?

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Business intelligence (BI) is a vital skill for any organization that wants to leverage data to gain insights, improve decision-making, and optimize performance. However, BI is also a complex and dynamic field that requires constant learning, adaptation, and collaboration. How can you evaluate a new team member's performance in BI and provide them with constructive feedback? Here are some best practices to consider.

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Paul Byrne Dragon ERP

SAP Programme Director Solution Architect @ Dragon ERP | M&A Due Diligence, Business Project Management
Mohammad Khanmirzaee

Business Process Manager | Business Intelligence Analyst | System Analyst
Ray Arneaud

Oil & Gas Professional

1 Define clear goals and expectations

Before you assess a new team member's performance in BI, you need to establish what you expect from them and what they want to achieve. Set SMART (specific, measurable, achievable, relevant, and time-bound) goals that align with the organization's vision and strategy, as well as the team's objectives and roles. Communicate these goals clearly and frequently, and make sure the new team member understands them and agrees with them. This will help you create a common ground and a shared vision for the BI project.

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Paul Byrne Dragon ERP

SAP Programme Director Solution Architect @ Dragon ERP | M&A Due Diligence, Business Project Management
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Not unlike any team member in any discipline we should always set clear goals and objectives. Evaluating based upon the agreed set of metrics and outcomes. If a Team Member doesn’t know what is expected from them they will never be able to deliver Don’t assume people know what you expect, communicate and agree

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Mohammad Khanmirzaee

Business Process Manager | Business Intelligence Analyst | System Analyst
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To establish goals and evaluate new members joining the BI team, consider the following categories: 1. Collaboration and Stakeholder Engagement 2. Data Quality Management 3. Analytical Capacity 4. Professional Growth and Technological Competency 5. Reporting Acumen 6. Mastery of BI Tools 7. Project Delivery Excellence 8. Performance Tracking Against Key Metrics 9. Efficiency in Process Improvement

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Ray Arneaud

Oil & Gas Professional
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Agreed ??. This cannot be stated any better. If only those held with the responsibility to set IPC or tasks know how to set objectives properly.

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Henrique Calderón

Senior Treasury Manager | Investment Office | M&A, Post-Merger Integration | Strategic Planning
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Gosto muito de avaliar e incentivar o time a desenvolver competências relacionadas a Soft skills. A parte técnica pode ter uma curva de matura??o mais rápida, mas entendo que certas habilidades podem fazer a diferen?a para elevar os resultados. Em BI, por exemplo, podemos citar o fato do profissional n?o se contentar por um dado existente e buscar o entendimento deste dado com o negócio, sua origem e seu impacto no output. Seu vínculo com as entidades internas e externas no negócio. Ter esse feeling...essa "pegada"...esse gosto faz toda diferen?a para o crescimento do profissional e do negócio.

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Andressa V. C.

Digital Performance | Analista de Opera??es Digitais | CS & CX| Curadoria Cognitiva | Membro Septem Capulus
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Esclarecer OKRs é essencial. Manter a comunica??o clara e alinhada com o objetivo do negócio. Documentar cada passo da evolu??o, bem como definir os próximos passos.

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2 Use multiple sources and methods of feedback

Performance evaluation in BI is not a one-time event, but an ongoing process that involves multiple sources and methods of feedback. You should use both formal and informal feedback mechanisms, such as regular check-ins, performance reviews, surveys, peer reviews, and self-assessments. You should also use both qualitative and quantitative feedback, such as comments, ratings, scores, and metrics. For example, you can measure a new team member's performance in BI by looking at their data quality, accuracy, timeliness, relevance, completeness, and presentation. You can also evaluate their skills, knowledge, creativity, collaboration, communication, and problem-solving abilities.

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Carlos Cervantes Lepe

Business Psychology | Transformando la comunidad profesional mediante la unión entre líderes, empresas y la ciencia | Country Business Manager | Business Intelligence Top Voice ??
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La integración y evaluación de un nuevo miembro en el equipo es un proceso dinámico y que requiere una estrategia bien pensada. En esencia se trata de una combinación de metas claras, tener feedback continudo y de múltiples fuentes , pero sobre todo hacer énfases tanto en la técnica como en las habilidades interpersonales.

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Andressa V. C.

Digital Performance | Analista de Opera??es Digitais | CS & CX| Curadoria Cognitiva | Membro Septem Capulus
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Acredito de grande valiar pontos diários (Dailys) para validar a evolu??o das demandas e trazer a tona questionamentos pertinentes ao negócio.

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?zge KARATA?, MBA

Business Strategy & Intelligence Lead, AstraZeneca Rare Disease Unit
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An ongoing performance evaluation system is essential for several reasons. First, it gives BI teams the opportunity to provide feedback to individuals on a regular basis, so they can identify areas for improvement early on. Second, it helps to create a culture of continuous learning, where individuals are always striving to improve their skills and knowledge. Third, it allows for the identification of top performers and the development of a talent pipeline for future promotions. Finally, it can help to identify potential problems with the BI team's processes, so that they can be addressed before they become major issues.

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3 Provide timely and specific feedback

Feedback is most effective when it is timely and specific. You should provide feedback as soon as possible after observing a new team member's performance in BI, and focus on concrete examples and actions. Avoid vague or general feedback, such as "good job" or "needs improvement", and instead use descriptive and constructive feedback, such as "you did a great job of visualizing the data and highlighting the key insights" or "you need to improve your data validation and documentation skills". You should also balance positive and negative feedback, and acknowledge the new team member's strengths and achievements, as well as their areas of improvement.

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4 Encourage dialogue and reflection

Feedback is not a one-way communication, but a two-way dialogue that involves listening, understanding, and responding. You should encourage the new team member to share their thoughts, feelings, and perspectives on their performance in BI, and ask them open-ended questions that prompt them to reflect and learn. For example, you can ask them "what did you learn from this BI project?", "what challenges did you face and how did you overcome them?", or "what are your goals and plans for your professional development in BI?". You should also invite them to ask you questions, seek feedback from others, and request support or guidance when needed.

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Emilio Bernat

Growth Expert | Experiencia de Clientes | Fidelización y Retención | Cross Selling y Up Selling | Fintech | CRM | Six Sigma Black Belt | Processes
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Una de las mejores prácticas que he encontrado para la retroalimentación es tener una reunión de feedback cada tres meses, en la cual se fijen metas, se gestionen expectativas. Es necesario acompa?arla de un documento donde se plasmen acuerdos, objetivos y en el cual sea posible hacer un seguimiento. El miembro del equipo debe tener un espacio en el cual puede hablar libremente y pueda identificar en qué nivel de su curva de aprendizaje se encuentra.

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5 Follow up and monitor progress

Feedback is not a one-off intervention, but a continuous cycle that requires follow-up and monitoring. You should track the new team member's progress and performance in BI over time, and provide them with ongoing feedback, recognition, and support. You should also review and update the goals and expectations as the BI project evolves and the new team member grows and develops. You should also celebrate the milestones and successes, and learn from the failures and mistakes. By doing so, you can help the new team member achieve their full potential in BI and contribute to the team's and the organization's success.

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?zge KARATA?, MBA

Business Strategy & Intelligence Lead, AstraZeneca Rare Disease Unit
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Providing continuous feedback to new team members is crucial for their growth and development. It helps them identify their strengths and weaknesses, track their progress, and stay motivated. Regular feedback also helps maintain open communication between the supervisor and the new employee, creating a supportive and trusting work environment. This fosters a culture of continuous improvement and helps the new team member reach their full potential.

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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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Arpit Jain

Global President of Marcel.ai | Helping People and Business Grow by creating an Intelligent "People Experience and Growth" Product
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See how they work with others - are they being collaborative with the team and helping solve problems as a team Give them a series of problems and see if they have a problem solving mindset the just someone who as a newbie tries to ask just qs and finds faults in things

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Mike Ross

Corporate Headshot and Portrait Photographer
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They have to bring some emotion to the purpose/vision, and also be organized/strategy in what their role is asked for. Those two things will get them to the promise land 10/10 times.

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Andressa V. C.

Digital Performance | Analista de Opera??es Digitais | CS & CX| Curadoria Cognitiva | Membro Septem Capulus
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Acredito que além do mencionado seria monitorar o trabalho em equipe; Proporcionar momentos de intera??es com o time, fornecer dinamicas que possam ser essenciais para fortalecer o trabalho em equipe.

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What are the best ways to evaluate a new team member's performance in BI?

1

2

3

4

5

6

1 Define clear goals and expectations

2 Use multiple sources and methods of feedback

3 Provide timely and specific feedback

4 Encourage dialogue and reflection

5 Follow up and monitor progress

6 Here’s what else to consider

Business Intelligence

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What are the best ways to evaluate a new team member's performance in BI?

1

2

3

4

5

6

1 Define clear goals and expectations

2 Use multiple sources and methods of feedback

3 Provide timely and specific feedback

4 Encourage dialogue and reflection

5 Follow up and monitor progress

6 Here’s what else to consider

Business Intelligence

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