As a statistics manager, you want to ensure that your team is delivering high-quality results, meeting deadlines, and satisfying clients. But how do you measure your team's success and identify areas for improvement? In this article, we will explore some of the most effective ways to evaluate your statistics team's performance and provide feedback and support.
One of the first steps to measure your team's success is to define clear and realistic goals and expectations for each project and task. You should communicate these goals and expectations to your team members and clients, and align them with the overall objectives and vision of your organization. You should also establish how you will monitor and track the progress and outcomes of your team's work, using relevant metrics and indicators.
Defining clear goals is somewhat clichéd.. I think what is more important is to measure the skills, intent and attitude as that is what will drive results in the new ways of working. 4 quarters is too long to say this is our goal as the goal post will change drastically. Now there is a difference between wanting to be better than yesterday versus matching pace with the industry. If it is the former - Goals, KPIs etc works magnificently well but someone like me who finds his calling in going after uncharted areas ,you are often looking at blue sky territory with no limits - it is the fire in the belly, skills, direction, building a conducive environment is what really matters. And giving the teams the flexibility to operate their way too.
Establish sets of objectives hierarchically from corporate strategy to each initiative. Then, set interlinked key results associated with those objectives. The achievement or non-achievement of those key results will have a cascade effect throughout the organisation. This, in turn, will allow the measurement and adjustment of the drive to achieve corporate goals. If done well, it is enlightening and empowering.
ensure that your team are being effective by making sure they aren't wasting time contributing to linkedin collaborative articles.
To give an alternative perspective on this question, I want to refer to Sun Tzu's wisdom in "The Art of War". He underscores the importance of strategic planning, advising to "win first and then go to war." This mirrors the necessity of setting clear, realistic goals and expectations in business. By aligning these goals with your organization's vision and effectively communicating them to your team, you emulate Sun Tzu's principle of preparing for victory in advance. Regular monitoring and adaptation, akin to a skilled general assessing the battlefield, ensure that the strategy remains sound and the path to success clear.
From a business or a team moral perspective, I find it very useful to simulate what decision will be taken without statistical too (benchmark) and it s outcome. This help to measure outcome improvement due to the statistical team effort.
Another way to measure your team's success is to use multiple sources of feedback, both internal and external. You can solicit feedback from your team members, peers, managers, clients, and stakeholders, using various methods such as surveys, interviews, reviews, or ratings. You can also use feedback from data sources, such as reports, dashboards, or analytics, to assess the quality, accuracy, and impact of your team's work. You should collect and analyze feedback regularly and systematically, and share it with your team in a constructive and transparent way.
This conduces with the mixed-methods approach to obtaining comprehensive information. Also known as triangulation, this approach ensures that it is not the same feedback that is being fed into the loop by multiple respondents, who share similar characteristics.
Gather input from various stakeholders, including team members, clients, and supervisors, to gain a holistic view of performance.
Measuring your team's success through diverse feedback channels provides a comprehensive view of performance. Internal insights from team members, managers, and peers combined with external feedback from clients and stakeholders offer a holistic perspective. Incorporating data-driven feedback further enhances understanding, allowing you to assess not just qualitative aspects but also the quantifiable impact of your team's efforts. Regular and systematic collection of feedback, followed by transparent communication, empowers your team with valuable insights for continuous improvement and sustained success.
Feedback is the breakfast of champions, right? ?? In the statistics world, it's no different. Gathering insights from various corners – team members, clients, other departments – gives you a 360-degree view of your team's performance. ?? It's like having a bird's eye view of your work. ?? Integrating this feedback into your performance metrics can be a game-changer. But beware, it's not always a walk in the park. Challenges will pop up, but with best practices in hand, you're set to turn feedback into your secret success ingredient. ??
A third way to measure your team's success is to encourage self-assessment and peer review among your team members. Self-assessment and peer review can help your team members reflect on their own strengths and weaknesses, learn from each other, and improve their skills and knowledge. You can facilitate self-assessment and peer review by providing guidelines, tools, and criteria for evaluation, and by creating a culture of trust, collaboration, and feedback within your team.
Empower team members to reflect on their work and learn from each other. Self-assessment and peer review promote accountability and skill development.
Identify areas for development, and learn from each other's diverse skill sets. Cultivating an environment built on trust and open communication facilitates constructive feedback, nurturing a continuous improvement mindset among team members. This approach not only enhances individual skills but also promotes collective learning, contributing to the overall success and effectiveness of the team.
I found it very helpful to. Ask for feedback. What we know is what we know, get us to result we know. A breakthrough always outside the comfort zone. Asking others, might be awkward,, but if they really care about us, they will.provide honest, sometimes "brutal honesty" , but these is the best and quickest they to grow.. I had changed my entire process, due to team feedback, which , 1. Increased effectivity in tens of presents and and 2nd got the team to be much mote involved with fresh ideas
Self-assessment and peer review are sometimes treated as mutually exclusive, as though there were no intersection or interaction between them. In addition to peer review, I think a “Peer View” approach should be considered. This involves banding colleagues from different departments or diverse backgrounds together in collaborative groups. Each member is each required to be the voice of another member. I believe this deepens commitment, understanding and empathy in an organization. I found this to be the case in a GIZ engagement I ran for ECOWAS. It moderated the adversarial climate that peer review might unintentionally create, while modulating the subjectivity that self assessments can bring.
A fourth way to measure your team's success is to recognize achievements and celebrate successes. Recognizing achievements and celebrating successes can motivate your team members, boost their morale and confidence, and foster a sense of belonging and pride. You can recognize achievements and celebrate successes by acknowledging individual and collective contributions, rewarding outstanding performance, sharing positive feedback and testimonials, or organizing social events and activities.
When you celebrate every success and achievement it motivates team members to do more. Just like in the game of Football, celebrating every goal as a coach shows that you value their hard work and expect more from the team, it boast their moral making them do more than expected.
"It is equally important to highlight areas of improvement as it is to acknowledge someone's achievements. The latter becomes even more impactful when it comes to praising the efforts of your team and fostering a healthy work culture. #Teamwork
People who feel valued and appreciated will always do more than expected. At Oi, we're building a culture based largely on my learnings from Daniel Pinks book Drive. We have weekly management meetings and individual 121's with every team member. Everyone has KPI's which are agreed upon at the start of the quarter and a clearly identified set of goals that feed in to the overall company objective. We regularly cheer on and champion the work of the team, and individuals and operate a courtesy system that was taken from Paddi Lunds incredible book "the happiness centred business". For me, a happy, motivated and driven team is the quickest and most efficient way to build a business. Onwards and upwards, my friends Px
Acknowledging acRecognizing individual and collective contributions not only boosts morale but also instills a sense of value and pride among team members. Rewarding exceptional performance, sharing positive feedback, and testimonials further reinforce a culture of appreciation and encouragement. Additionally, organizing social events or activities provides a platform for team bonding and strengthens the sense of belonging. By highlighting achievements, you not only boost team morale but also inspire continued dedication and a shared commitment to success.
Celebrating success is a great way to create organisation culture that goes beyond ticking boxes at work. Using this as an opportunity to connect with your team and employees to set the company up for longer term success
A fifth way to measure your team's success is to identify challenges and opportunities for improvement. Identifying challenges and opportunities for improvement can help your team overcome difficulties, address gaps, and enhance their performance. You can identify challenges and opportunities for improvement by reviewing the feedback and data sources, conducting root cause analysis, or brainstorming solutions and actions. You should also provide your team with the necessary resources, support, and guidance to implement the improvement plans.
Together with these, delegate not only responsibilities but also opportunities. It is necessary to realize that staff also seek opportunities for self-advancement and reward. A rewarding environment is one that makes it possible to achieve these intentions.
Addressing obstacles and seeking ways to enhance processes and skills is vital. An environment that values improvement fosters growth.
IdEncouraging brainstorming sessions enables the team to explore diverse solutions and actions. Equally crucial is providing the requisite resources, guidance, and support to facilitate the implementation of improvement plans. This proactive approach not only addresses current challenges but also positions your team to adapt, evolve, and excel in an ever-changing landscape, fostering continuous growth and success.
In the world of statistics, challenges are not roadblocks; they're stepping stones to greatness. ?? Identifying these challenges is like being a detective in a world of numbers. ?? It's about turning every stone, looking at every angle, and finding ways to do better. And with every challenge comes an opportunity to grow, to innovate, to excel. ?? It's about asking, "How can we do this better?" So, let's embrace our challenges, find those hidden opportunities, and leap towards improvement and success! ??
A sixth way to measure your team's success is to review and revise your measurement methods. Reviewing and revising your measurement methods can help you ensure that they are relevant, reliable, and valid, and that they reflect the changing needs and expectations of your team, clients, and organization. You should review and revise your measurement methods periodically and collaboratively, and incorporate feedback and lessons learned from your previous experiences.
Continuously reviewing and refining measurement methods is essential for ensuring their relevance and accuracy in assessing your team's success. By periodically evaluating these methods collaboratively, you ensure they align with the evolving needs and expectations of your team, clients, and the organization. Incorporating feedback and lessons learned from past experiences enhances the reliability and validity of your measurement approaches. This iterative process not only fine-tunes the measurement criteria but also ensures they accurately reflect the team's progress and contributions in line with changing dynamics, fostering more effective evaluation and growth.
The most common term is kpi. Usually what I found out , most are measuring key performance after the fact, aka lag kpi's. Those are historic record keeping and as such as history can not be changed, often key factors are missed and too late to change. The solution is taking upstream kpi. Measure a long the way key parameters, that we can correct on a regular basis. Example: ig we wish to increase number of followers, we will the increment of such, however a monthly increase can be anticipated by a daily tracking of daily posts. Another upstream measurement could be number of views, people may view , before becoming a follower. The correction In those instances is in hastags and cintent
In the ever-evolving world of statistics, staying still is not an option. ?? Reviewing and revising your measurement methods is like updating your GPS while on a journey. ??? It ensures you're not just moving, but moving in the right direction. With new tools, techniques, and trends emerging, adapting and evolving your methods is crucial. It's about being agile, flexible, and ready to embrace change. ??♂? So, let's keep our methods fresh, our tools sharp, and our minds open to new possibilities! ??
Stay open to emerging trends, technologies, and methodologies in statistics to keep your team at the forefront of their field. By implementing these strategies, your statistics team can not only measure success effectively but also continuously strive for excellence. ??
Often, we have a tendency to reward exceptional work with more work. When a statistician exceeds expectations, we assign them more complex and challenging assignments, while neglecting the rest of the team who are equally capable of delivering results. However, this approach is flawed. As a people manager who is also a statistician or analyst, it is our responsibility to acknowledge and appreciate their talent, providing them with the right opportunities to shine without overwhelming them.
A avalia??o comportamental também é um método na mensura??o individual do sucesso da equipe. Além de avaliar as habilidades técnicas, entender como os membros interagem, comunicam e colaboram é fundamental. A dinamica interpessoal impacta diretamente na eficiência da equipe, influenciando a troca de ideias e a resolu??o de desafios. Uma avalia??o abrangente considera n?o apenas conquistas individuais, mas também a capacidade de trabalhar em conjunto para atingir metas coletivas. Isso n?o só promove um ambiente de trabalho saudável, mas também contribui para resultados estatísticos mais robustos e precisos.
In the realm of statistics, learning never stops. ?? It's an ongoing journey of discovery and growth. Encouraging your team to keep learning is like adding new books to your library – it broadens your horizon and deepens your understanding. ?? Whether it's the latest statistical method or a new data analysis tool, staying ahead of the curve is key. It's about fostering a culture of curiosity and growth. ?? So, let's keep learning, keep growing, and keep pushing the boundaries of what we can achieve with data! ??
Here are measures I have used: * For recurring products/reports: accuracy and timeliness * For ad hoc requests, adherence to scheduled delivery. Also capture time to complete: this can help for future planning (e.g., past projects indicate it takes __ days to deliver a Tableau solution for this client) * For team, measure capacity/load * For Visual BI products: expected utilization (launches) to actual utilization by the business * For managers: number of associates recognized * For platform: failure rate for automated jobs * Associate development: first, succession planning for managers and leader and linkage to individual development plans. Second, completion of individual development plans