Correlating people metrics against your business outcomes is a hard task, even if you have the right data. Understanding what impacts performance (and to what extent) is invaluable insight for managers and leaders when it comes to growing and retaining talent, and ensuring people are happy and engaged with minimal blockers to achieving results the business needs.
It's something our customers need to do regularly. That's why we're excited to release our new insights dashboard. A one-stop-shop for managers and individuals to see how they (and their people) are performing, areas they need help with improving, and what's impacting their results.
Breaking it down
Our insights dashboard has three main parts: overall performance and compliance, lead indicators, and important measures. It includes all the relevant data to give you a quick snapshot of how someone is going, whether you're looking at yourself, or you're a manager looking at your people.
Overall Performance & Compliance
The first part of the dashboard is simple: how has performance been trending, and is enough feedback being given to validate the scores below?
Your performance score gives you a trend line of performance over time, with dips and inconsistencies possibly indicating a need to drill deeper. Compliance tells you how many times someone has given feedback, and how many times they haven't, a good indicator of individual engagement. For managers and individuals, it provides a snapshot of how someone is going, whether they are improving, staying flat, or falling behind.
Your overall performance and compliance gives you a high-level view of an individual, whereas the lead indicators go deeper into what could be causing high/low performance and compliance.
Your highest factors are precisely that; areas that have the highest scores for that period. These are areas managers should praise their people on, especially if they've been working hard to improve them.
Lowest factors show the opposite, areas that have low scores, with how much the score has dropped over the period. These are opportunities to grow and improve, which can be correlated with a dip in performance score (from above) or compliance.
Now how is everything above actually impacting performance? The last section of the dashboard shows an individual's most important metrics (or KPI's) and how they are trending against their targets. These can be anything, as we can see above Productive Hours is business related, while Step Count is health and well-being related.
This is where the magic happens; where people-metrics can be correlated with business outcomes. We can see from this dashboard, that productive hours have had a significant drop in the last month, compared to the previous month, and is nowhere near its target. Old style management says to grill the employee about this, which is the absolute wrong way to go about it! If we look at the lowest factors from above, we can see a drop in confidence to deliver targets, expectation and general well-being in this person.
This is where new management and coaching kicks in. These are the areas to focus on improving, and where this individual needs the most help. Developing their confidence, setting more precise expectations and checking in on them might push the productive hours back up to target over time, with the right management and leadership.
Why would you need this dashboard?
Knowing what to improve and why is a hard question to answer without the right data and insights. Our aim with our insights dashboard was to make it as simple as possible for individuals and managers to be able to correlate people-metrics and business outcomes, and have more meaningful interactions that boost performance and retention.
If you're a manager looking to build better relationships with your people, or an individual who wants to look deeper into their performance, this dashboard is for you. If you don't have an Everperform account yet, we recommend you take a deeper look into this dashboard. You can book a demo with us and start collecting data straight away.