Workforce Analytics for Groups

5 Steps to Drive Team Performance using Analytics:
Organisations across industries are increasingly adopting team-based structures and linking organisational and managerial objectives to team goals. As early as 2001, 81% of Fortune 500 companies were building at least partially team-based organisations (Lawler, Mohrman, Benson). More recently, companies like online shoe retailer Zappos announced it was dispensing with managers and job titles altogether in favor of a “holacracy” that distributes “leadership and power evenly across an organization (Reuters, 2013).” Despite teams becoming the central production unit in businesses today, many organisations still struggle to create and manage effective teams.Follow these five steps to optimise team performance with data-driven decisions:
1. Define Individual Strengths and Map to Team Metrics: Obtain insight into each individual’s preferred work styles and behavioral strengths. Then, employ a job analytic tool to identify the critical behavioural requirements of each role. Collected in tandem, this data will provide a clearer gap analysis (if any) between the behavioural strengths of your team and the requirements of their roles.
2. Create a Dashboard View: Use a group diagnostic tool to aggregate the individual data to form a comprehensive picture of the team’s behavioural tendencies. This enables you to address performance drivers more effectively at three levels: What is each individual bringing to the group? What is the group culture? And, how does this compare with individual personalities, the role requirements, other teams, and the organisation as a whole? You can also incorporate additional data points like skill assessment results and job performance metrics (e.g. sales ratios, etc.).
3. Prioritise Performance Goals: Avoid analytics overload by determining which data sets are most relevant to your business challenges or project goals and prioritise your analyses accordingly: Is your team plagued by interpersonal conflict? Why is one team outperforming another? Is poor job fit contributing to poor employee/group performance?
4. Conduct Targeted Analysis: Now you are ready to dive into the data and pinpoint the similarities and differences that impact individual, team and organisational performance. Based on your priority list (from step 3), you can compare data points in a variety of ways to obtain an objective understanding of every combination of individuals, teams and departments.
5. Create a Plan and Execute: Build 3-6 month coaching plans for individuals and teams to close the identified behavioural gaps and create opportunities for employees to develop strengths and work on weaknesses for personal and collective success.
For more information about demystifying team dynamics with group analytics, download our Infographic in the sidebar.
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