I want to know what it looks like when I do well.  Or do poorly.  Is there some way I can gauge my performance? 

If you’ve heard this and you’re in a leadership position, you are in trouble. It’s not insurmountable, but you need to take a look at what your team is doing and what you need to provide them.

Have you developed a clear definition of what great performance looks like? Developed performance metrics that shows results?  Developed individual goals with each member of your team with these metrics in place?  Defined workplace or team productivity standards?

Performance metrics should be developed to encourage performance improvement, efficiency and appropriate levels of internal controls. They should incorporate “best practices” related to the performance being measured and cost/risk/benefit analysis, where appropriate.

Quality performance metrics allow for the collection of data for trending and analysis of rate-of-change over time. Examples are:

  • Trending against known standards: the standards may come from either internal or external sources and may include benchmarks.
  • Trending with standards to be established: usually this type of metric is used in conjunction with the establishment of a baseline.
  • Milestones achieved.

With the right tools in place, one can manage and lead simultaneously, measure productivity

and guide the team to success.

Want to find additional tools to help improve your team’s productivity? RJ Young can help.