Vous avez du mal à suivre les performances de votre équipe. Quels outils peuvent vous aider à vous remettre sur les rails ?

Out of the box, the software your teams use should roll up and show their data. If your tools do not show metrics such as productivity, predictability, quality, or responsiveness, then you are using the wrong software to manage the work. There are purpose-built products and there are those that morphed into something. The purpose built ones will have this information built in.

SMART goals and dashboards? You need this first: 1. Working process Tried and tested in current environment, ideally also the ability to demonstrate its execution in real time. 2. Training Without having a capacity to train anyone without any specific knowledge or experience, you won't be able to develop new people able to replicate it. 3. Ongoing support When the training is over, the on-the-job support takes over. People failing without any support disengage and quit. ROI on recruiting, hiring and on-boarding and training investment = 0. Do you want to hear the real bad news? By now you've lost WAY more in projected revenue and you have to do the same all over again. With no prospect of getting better results this time. Unless...

In my experience, struggling with team performance tracking is a common hurdle. To get back on track, consider leveraging project management tools such as Trello or Asana for task organization. Utilize communication platforms like Slack to enhance team collaboration and information sharing. For comprehensive performance analytics, tools like Monday.com or Jira can provide valuable insights. Delegate responsibilities for tracking specific metrics to team members, fostering a sense of ownership. Regular check-ins and transparent communication ensure everyone is aligned. By embracing these tools and a collaborative approach, you can efficiently track and boost your team's performance.

Start by setting Specific, Measurable, Achievable, Relevant, and Time-bound (SMART) goals. This framework provides a clear path for both leaders and team members. Tools like Trello, Asana, or Monday.com can help you set and track these goals collaboratively, ensuring everyone understands their role in achieving them.

To effectively track team performance, consider using tools like Jira for task management or Trello for visual progress tracking. These platforms offer features like dashboards, reporting, and analytics, which can provide insights into team productivity, task completion rates, and areas needing attention. Regularly reviewing these metrics can help identify bottlenecks and improve overall team performance.

Dashboards like Tableau or Google Data Studio offer real-time insights into team performance. Visualizing key metrics and KPIs on a single interface helps identify trends and areas that need improvement swiftly. Customize your dashboard to display the data most relevant to your team's goals.

I've noticed that keeping everyone in the loop is key. A shared dashboard does just that, offering a clear view of where the team stands, which helps in making informed decisions and staying aligned. It's like a health check-up for your work, showing what's going well and what needs attention.

Understanding the trends and dynamics of your sales activities is the only way to predictable and dependable results. Problems in tracking sales performance points at insufficiency of existing KPI's, data recording or reporting process. As a Sales manager, staying on top of your team's performance allows you to support individual team members facing their challenges. Your targeted interventions include 1-2-1 meetings identifying and addressing mistakes made, providing extra motivation and training, even putting the weight of your role, experience and expertise behind them to lift their barriers and get the deals requiring that over the line. You can't be an effective manager without real-time insight into your team's activities.

Having a dashboard becomes truly advantageous when the entire team can access real-time data. Personally, I appreciate using Salesforce for this purpose, as it allows the creation of customized dashboards tailored to individual needs. For instance, team members can navigate to the dashboard to view their specific metrics alongside collective team data. With Salesforce, there's no necessity to create separate dashboards since it's already integrated. In situations where the dashboard is only visible during a leader's presentation, the data may feel outdated compared to having instant access to real-time information.

Use whatever systems available to you, and seek out improvements within budget. 💲 The bottom line is dashboards empower your team by offering real-time (as close as possible) insights, promoting transparency, and highlighting achievements. They boost motivation and foster collaboration. helping your team stay on track and achieve positive results. 💡

Tracking performance starts with clarity of expectation, followed by implementing metrics that work for your specific team. In some teams this will be different for each individual. As a general rule, a selection of simple trackable criteria will work best.

Feedback is a cornerstone of improvement. Platforms like 15Five and Lattice facilitate regular feedback collection from team members. Establishing a culture of open communication allows you to address issues promptly and celebrate successes.

Kick off each shift by gathering the team together to openly share successes, progress, risks, vulnerabilities and strategies. Structure areas of this discussion to both share and capture critical data. Be consistent with format and create a space where everyone's voice is valued. Keep this meeting short and sweet! Make it a point to keep things real with the team! They should clearly understand the department smart Goals and how these goals align with the KPI dashboard. Clear expectations and clear communication! Remember SMART is, Specific, Measurable, Achievable, Relevant they transform vague intentions into concrete plans, making it easier to Track, measure and adjust strategy. The Team is your greatest resource!

I've found that regular check-ins can make a big difference. A simple weekly meeting where everyone shares updates can shine a light on progress and obstacles, keeping the team in sync and moving forward together.

Feedback loops are vital in evolving SMART goals and KPI effectiveness. Focus and Outcome: KPI-Aligned Feedback: Targets specific KPIs, enhancing relevance. Iterative Goal Adjustment: Enables dynamic refinement of goals based on feedback, ensuring they remain relevant and achievable. Actionable Insights: Transforms feedback into practical steps, improving processes and recognizing success. Unique Approach: Integrating regular feedback into each KPI and goal phase, allowing timely adjustments and continuous alignment. Takeaway: Feedback loops are key in maintaining dynamic, effective goals and KPIs, fostering an adaptive, performance-driven culture.

Project management tools like Jira, Trello, or Basecamp are indispensable for tracking team tasks and progress. They enable task assignment, tracking, and collaborative work. With these tools, you can monitor project timelines and ensure everyone stays on the same page.

I've learned that clear communication is vital. A tool that centralizes updates and feedback can cut through the noise, ensuring everyone knows their tasks and the project's status.

In my experience, choosing the appropriate project management tool has a huge impact on efficiency. It's essential to ensure compatibility with software tools your team might use daily. Integrating tools such as Kanban boards for project management with pipelines from your CRM or accounting software is crucial to preventing team isolation and enhancing information transparency across teams.

Regular performance reviews provide an opportunity to assess individual and team accomplishments. Tools like BambooHR or Workday streamline the review process, making it easier to document achievements and identify areas for growth. Effective reviews foster continuous improvement.

Performance management should be part of your daily leadership habit. To ensure that you're getting the best from your team: ✅ Set clear expectations--use goals ✅ Check in regularly with effective 1:1 meetings. At those meetings, ask → What should we focus on right now? → How are you progressing on your goals? → What were your significant wins/losses since we last spoke? → What problems are you solving? → How can I help? →Use "And what else?" as a follow up throughout the conversation to dig deeper. ✅ Give real-time feedback, both positive and constructive → consider the EEC model ↳ Example of behavior/action ↳ Effect on others ↳ Consider/Change/Continue mention what the recipient should consider/change/continue doing

One-on-One Meeting Focus: Understand challenges and clarify performance issues. Outcome: Establish a foundation for improvement and support. Performance Improvement Plan (PIP) Focus: Set specific, achievable goals with clear timelines. Outcome: Provide a structured path for performance enhancement. Coaching Sessions Focus: Offer support and develop necessary skills. Outcome: Achieve gradual improvement and skill enhancement. Mediation and Group Training Focus: Address systemic or interpersonal issues. Outcome: Improve team dynamics and resolve conflicts. This structured approach balances clear goal-setting with supportive strategies.

I've always found that Performance Review meetings can be somewhat stressful for employees because they are being evaluated, and the revelation of their evaluations can create tension. However, in the context of servant leadership, there shouldn't be any surprises. You should view Performance Reviews as a regular one-on-one meeting where you actively listen to and gather feedback from employees, discuss any challenges they're facing, provide your own feedback, and explore opportunities for growth. The key difference in these specific meetings is that you'll focus on discussing the employee's achievements as well as their progress toward previously defined goals.

CLEAR IS KIND. Anytime I am struggling with performance I first step back and look in the mirror. Have I been 100% perfectly clear on what the expectation is? Not 99%. No matter how high your expectations are, as long as you are CLEAR about them you invite others to meet them.

Remember that technology is an enabler, not a solution on its own. To maximize performance tracking tools' effectiveness, foster a culture of accountability, provide training where needed, and ensure that team members understand the importance of data-driven decision-making. In conclusion, these tools, when used strategically, can significantly enhance your team's performance tracking efforts. By setting SMART goals, utilizing dashboards, implementing feedback loops, using project management tools, and conducting performance reviews, you can steer your team towards success and continuous improvement.

First of all leader or team mates should be aware of their individuals KPI's then only leader can evaluate individuals performance. To track leader should create dashboard mentioning individuals KPI or task to be done against task performed by individual. While evaluating individuals performance leader should keep in mind the efforts done by the individual to perform or complete the task because sometime it happens that a particular task is required support from multiple stakeholders like if someone is in project execution and he/she has to deliver particular task but for that he/she requires support from other departments or stakeholders.

Having trouble keeping tabs on your team's performance? A project management app could really help. It shows who's working on what and keeps track of deadlines. For team chats and updates, tools like Slack or Microsoft Teams are super useful. To manage tasks better, check out Trello or Asana. They're awesome for organizing what needs to get done. And don't forget to keep an eye on how your team's feeling. Running regular surveys or using something like Officevibe can let you know if anyone needs extra support. The idea is to use these tools to stay on top of things and make sure your team's doing alright.

Utilize performance tracking tools like Monday.com, Teamwork, or ClickUp to monitor tasks, deadlines, and team progress. Implement regular check-ins, establish clear goals, and encourage open communication to address challenges promptly.