Behind every successful organization is a strong team, a group of individuals who share a collective goal and go the extra mile to get the job done.
If you’re stuck with people who don’t want to work and do the bare minimum, you’ve got a long way to go as an organization. Rather than letting things fall apart under your watch, you can reorganize your team by measuring their performance.
It shouldn’t be business as usual. If someone appreciates their job and wants to continue working with you, they must earn it by making a positive contribution.
Why measuring team performance is important
Measuring team performance is an essential part of growing a business. And that’s because the contribution of each team member, no matter how small, constitutes the total output.
When you undermine the small efforts of your employees or colleagues, you rob the organization of overall success. Here are a few reasons why you need to take team performance measurement more seriously.
1. Increase business growth
Achieving maximum growth is at the top of the list for most companies. Determined to make it happen, you hire the services of knowledgeable employees to assist you as you cannot do everything yourself.
One way to ensure that team members keep their promise to help grow your organization is to regularly measure their performance. This way you can tell who should stay on board and who you should let go so as not to be of service. This is a sure way to increase team productivity, as everyone will be a high thief.
2. Improve customer satisfaction
Besides the big goals you have for your business, there are daily goals that you plan to achieve. And those goals include the satisfaction of your customers.
You need to have an idea of how your business is performing to know if you are happy with the satisfaction of your customers. Since your team members are the ones doing the tasks, it makes sense for you to measure their performance.
Measuring team performance helps you identify areas where your customer satisfaction is lagging. You have the ability to resolve failures immediately before they affect your business.
3. Facilitate employee development
Measuring team performance is beneficial for employees because it helps them grow. From your performance review, you identify the strengths and weaknesses of each team member.
When you give your employees feedback on your review, they get a feel for what they’re doing right and wrong. Those who are eager to learn will take your feedback seriously and strive to improve their weaknesses. Knowing their strengths helps them focus more on them for great results.
Key indicators to measure team performance
The effective performance of the team is systematic. Rather than going with your intuition or going with the flow, you have a set of metrics to work with.
Since you know your team members well, you tend to be sentimental when you evaluate them. Putting in place metrics helps you be objective and focus on the contributions of each team member.
Let’s take a look at some important metrics to work with.
Team spirit is the key to the team’s collective success. And this comes into play in the willingness of employees to help each other to succeed. Team members need to understand that a victory for one person is a victory for all. And if one person loses, the whole team loses.
Pay attention to the desire of your workers to help each other to thrive. Anyone who doesn’t want to be useful to others wants to.
If quality weren’t essential in the workplace, organizations would hire anyone for the job. If you’ve taken the time to build a supposedly effective team, no one has an excuse for underperforming.
It’s okay to give team members a little slack if they drop the ball every now and then, as they may face some personal issues. But when it’s a habit, let them go. Having high performing workers is one of the best gifts an organization can have. Strive to reward them for their efforts, especially when they go the extra mile to deliver.
The dedication that employees apply to their work shows their level of seriousness. Being competent is good, but there is more to a team’s success than that. If team members continually arrive late for work and struggle to meet deadlines for their tasks, work is not a top priority for them.
Manually tracking team performance is old school. You can use automation applications to assess how they present themselves and engage in their tasks.
The essence of building a team in the workplace is to achieve the best results at all times.
When you create a productive work environment, it’s up to team members to produce good work. Anything less than this indicates inefficiency, and your organization cannot thrive on it.
If employees follow management’s instructions and do a good job, they deserve praise. But you might not be with them every step of the way telling them what to do. Rather than being inactive, it would be good for them to take the initiative to perform.
The basis of any initiative in the workplace should be the interests of the organization. When faced with a dilemma that requires initiative, team members should ask themselves: What can I do to resolve this problem in the best interest of the organization? The answer will always come.
5 tips for measuring your team’s performance
Team measurement isn’t about monitoring employees around the clock to find out what they’re doing. Besides being bossy, you can’t follow it.
It’s up to you to adopt creative and effective ways of evaluating the contributions of your team members even in your absence. The following tips are useful for measuring team performance.
1. Develop metrics for each project
Developing performance indicators for individual projects allows you to examine your team’s effectiveness on the project. If they don’t meet the metrics, you can tell right away that they are underperforming.
Some team members like to hide in the shadows of others and do nothing. For an individual responsibility, apply the metrics to each one.
2. Meet the team regularly
Meeting your team members regularly helps you keep track of their activities. They give you an overview of what they have done and you evaluate their performance.
Regular meetings also let you know when your team members are having difficulty at work. You can collectively find the best solutions to their problems.
3. Have individual interactions
Some team members may not be able to express themselves freely in the presence of others and may withhold information relevant to the success of the team.
Hold one-on-one meetings with your employees and ask for their input on the projects you are currently working on. Make them comfortable so that they can freely talk to you about what they really think. Some team members may have issues with others.
It is a good time for them to voice their grievances. It is up to you to diplomatically resolve outstanding issues to improve team performance.
4. Set the right targets
Your team members may not be as lazy as you think; they probably don’t have the right targets to challenge them.
When tasks are too easy, employees become complacent because they know they will get away with the bare minimum. Don’t give them impossible tasks just because you want to challenge them. You will end up killing their morale.
Aim for a balance. The idea is to get them to stretch beyond their comfort zones to get the job done. The result might surprise you.
5. Talk to senior executives
There is always something to be learned from others, especially when they are in similar positions or performing similar tasks.
If you’re having trouble measuring your team’s performance, talk to other people who also manage teams. It doesn’t matter whether these people are in your organization or not. They may be able to give you the solution you need to measure the performance of your staff.
Your team is your hub
A united army of soldiers performs exploits on the war front. There is no limit to what you and your team can do in your organization if you are well trained. But to get there, everyone has to make their own weight, no matter how small.
Sometimes a little extra push is needed to get the ball rolling. A more effective team member makes a big difference.
Struggling to get your team to contribute? Let’s see how to maximize their motivation and commitment.
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