Recommended Huddle Metrics

Metrics are the areas that people will provide assessments and insights on when they make their Teamgage Huddle submission, and what each team will look to focus on and improve over time. 

Guidelines for creating metrics:

1. Submission should be fast and frequent, so 7 is the ideal number of metrics
2. We recommend choosing 5 core metrics that remain consistent across all teams and 2 additional dynamic metrics that are regularly updated or rotated 
3. Metrics should align with your strategic focus areas, be relevant and engaging for submitters and actionable at team level
   
4. Submitters can add optional comments to each metric and assign additional general comments as part of their submissions
   
5. Every metric requires a Name, Description, Anchor points and Suggested Manager Prompts (learn more)
   

Not sure where to start? We've provided a list of our highest performing metrics and additional recommendations below. Alternatively, you can contact support@teamgage.com to book a consultation session and receive tailored recommendations from a Teamgage expert.

Here's our highest performing metrics

The below metrics are recommended based on research into team health and effectiveness, successful change, and our own engagement data across thousands of teams using Teamgage. 

Metric Name	Description	Anchor Points	Leader Prompts
Communication	How clear and effective is communication of our goals, progress, key information and expectations?	100 - Crystal clear  75 - Mostly  50 - Somewhat  25 - Not really  0 - Not at all	Are existing communication mediums and processes clearly defined?  Is communication being received in an effective and timely manner? Are goals clearly defined and accessible? Is there any specific information that needs to be better communicated? Are expectations and alignment with goals clearly defined?
Impact	To what extent have you seen your recent work making a positive impact on our goals?	100 - High impact  75 - A fair bit  50 - Somewhat  25 - Low  0 - Not at all	Is the positive impact of recent work being celebrated and recognised? Are current priorities and tasks clearly aligned with team goals?  Are team goals clearly aligned with department and organisation goals?  Is everyone working on the right things? What work isn't making an impact and why?
Blockers	To what extent has your recent work been unnecessarily held back or slowed down? Consider the effectiveness of our systems, processes and access to required support.	100 - Not at all  75 - Only a bit  50 - Somewhat  25 - Significantly  0 - Completely blocked	Are there any common systems, processes or issues causing frustrations or slowing people down?  Are required resources and support up to date and accessible? What support would be most helpful in addressing barriers? Is there anything that can't be actioned right now and why? Does this context need communicating? Are there any quick wins or actions that will remove frustrations and improve effectiveness?
Teamwork	How well is your team collaborating and supporting each other?	100 - Dream team  75 - Very well  50 - Average  25 - Not very well  0 - Not at all	Are people clear on our priorities, what everyone else is working on and why?  Are there any silos or misalignment that needs addressing? How effective are team rhythms and cadences?  Are we utilising the available resources and support available to us? Is everyone confident asking what they need others? If not why?
Trust	Rate the level of trust in your team to speak up, hold others accountable and raise issues or concerns.	100 - Very high  75 - High  50 - Average  25 - Low  0 - Zero	Are there any conversations or issues being avoided? Are there any specific reasons people feel reluctant to speak up or hold others accountable? Is there a defined course of action when we identify risk or safety concerns?  Has any action been taken off the back of ideas and feedback given? Has this been effectively communicated? Does everyone understand why building trust and safety is a priority?

When defining your core metrics, consider how these align with your strategy and the areas where Teamgage insights will support visibility and improvement. Update the wording as needed to reflect your internal terminology, ensuring the metrics resonate with submitters and fosters a clear sense of connection and purpose.

We also recommend adding an additional 2 dynamic metrics that are updated or rotated regularly to keep the process fresh and engaging for submitters. These dynamic metrics provide flexibility to capture a broader range of insights and perspectives while preserving the consistency and visibility of your core metrics.

You can run the dynamic metrics across all teams, or apply different dynamic metrics to specific areas of your organisation

You can develop your own unique questions or choose from our list of further recommendations.

Here's some additional recommendations that are relevant, engaging and actionable at team level

Metric Name	Description	Anchor Points	Leader Prompts
Customer Focus	How focused is your team on delivering to value to it's customers/stakeholders?	100 - Extremely   75 - Pretty focused  50 - Somewhat  25 - Not much  0 - Who’s our customer?	Who is our customer? Is this clearly defined? How do we measure the impact of our work on our customers? What are some recent examples of how we've helped our customers achieve their goals or solve their problems? What challenges have we faced in delivering value to customers? What action can we take as a team to ensure we deliver more value for our customers?
Confidence	How confident are you in our direction and decision making?	100 - Very confident  75 - Pretty high  50 - Average  25 - Not really  0 - Not at all	Is context behind decision making being clearly communicated and understood? Are goals measurable and specific enough to understand and accurately track progress? Are goals and direction clearly aligned to our purpose? What actions can we take as a team to help us to achieve our goals?
Innovation	To what extent is your team embracing change, new ways of doing things and taking action to continuously improve?	100 - Excellent  75 - Good  50 - Average  25 - Poor  0 - Not at all	What new initiatives or projects have recently started? What’s worked well? What can improve? How do we measure the success of new initiatives or projects? What stops us from suggesting new ideas or trying new things? Do we actively seek new ideas or perspectives from others? What things should we stop doing or simplify?
One Team	How well are we collaborating and working between teams and departments?	100 - Excellent  75 - Good  50 - Average  25 - Poor  0 - Not at all	Do we share information and know the priorities of the other teams we work with? What procedures and processes do we have that supports collaboration between teams? Are there opportunities for collaborating on work with other teams we're not taking advantage of? Are there any challenges faced when working with other teams and why?  Are there any recent examples of effective collaboration between teams? What worked well and why? What impact has effective collaboration between teams had on our work? Has this been highlighted?
Recognition	How well are we recognising each other’s efforts and achievements at work? Include any deserved praise in the comments.	100 - Very well  75 – Well  50 - Average  25 - Not well  0 -  Not at all	What impact has providing praise and recognition had on the team? Are there any specific pieces of praise or recognition that can be shared? Are there any barriers or challenges that prevent people's efforts or achievements being recognised? Are cadences and rhythms for sharing praise and recognition clearly defined and regularly available?
Energy	How energised and motivated are you in your recent work?	100 - Through the roof!  75 - High energy  50 - Somewhat  25 - Low energy  0 - At rock bottom	Are there any specific tasks or projects that drain energy more than others?  Are there any recent challenges or setbacks that have affected the team's energy?  Are there any changes to work environment or processes that might boost energy and motivation? What recent team achievements, projects or work that have positively impacted the team's energy and motivation? What successful actions have been taken when energy is low?
Knowledge Sharing	To what extent is your team sharing knowledge acquired and transferring new skills?	100 - Very Well  75 - Well   50 - Average  25 - Poor  0 - Very Poor	What new skills or knowledge has anyone recently acquired? Has this been shared? Are there any areas that require more training or development? Have the available learning and development opportunities been taken advantage of? If not, why? Are there any barriers to embracing learning and development opportunities?
Values	To what extent have our recent actions and decision-making been aligned with our values?	100 - Very Well  75 - Well   50 - Average  25 - Poor  0 - Very Poor	Are values clearly defined and regularly highlighted? Is there accountability for living our values? Are there any examples of situations where values haven't been lived? What led to this occurring and why? Are there any examples where values have been lived that should be highlighted?
Belonging	How do you rate the sense of belonging and connection in your team?	100 - Excellent  75 - Good  50 - Average  25 - Poor  0 - Very Poor	Is everyone feeling safe to speak up and contribute? If not why? Are everyone's opinions and ideas respected? Are there any examples that can be called out or needs addressing? What are our rituals and opportunities to connect? Are these effective? What types of things have contributed to building a sense of connection and belonging?
Growth	To what extent do you feel empowered and supported to grow and develop in your role?	100 – Absolutely  75 – Mostly good  50 – Somewhat  25 –Below expectations  0 - Not at all	Are there any recent situations where support, learning or guidance was lacking?  Are there any specific types of support, learning or guidance needed?   To what extent do team members have autonomy and trust to make decisions related to their tasks and projects? Is the scope of autonomy clearly outlined/communicated to ensure understanding and confidence? What existing resources, systems and touch points are available to ensure growth and development is prioritised? Are these being maximised?
Workload	To what extent are you staying on top of things and managing your recent workload?	100 - Absolutely  75 - Mostly Good  50 - Somewhat   25 - Concerning  0 - High alert!	Is anyone in particular struggling with their workload? Is anyone available to help others out? Is there any work that can be redistributed? What work did we say no to? Are there any tasks, meetings or projects that can be de-prioritised or pushed back?
Wellbeing	How do you rate your recent wellbeing (physical, social, psychological) at work?	100 - Very good  75 - Good enough  50 - Somewhat  25 - Concerning  0 - High alert!	Are there any recent examples where wellbeing concerns were addressed effectively, or where we fell short? What measures or protocols are working well, and which ones might need improvement or refinement. Are there any wellbeing concerns or risks that  have not been adequately addressed or discussed within the team? Are the actions we can take to address, mitigate or raise wellbeing concerns clearly communicated? Are private opportunities to discuss personal wellbeing being communicated and made readily available?
Goals / Project	How confident are you that we're on track to achieve our team/project goals?	100 - Very confident  75 - Pretty confident  50 - Touch and go  25 - Concerned  0 - Not at all	What's working well and why? Is anything holding us back? Are updates and communication relevant and timely? Is there anything that needs prioritising or better focus? Are required actions clear? Is there any additional support or help needed?

Remember to regularly review and refresh your metrics to ensure they remain aligned with your goals and priorities and are engaging to submitters.

Still not sure what you want to measure? Our validated employee engagement survey provides a diagnostic measure of employee engagement and can be used to inform your focus areas for ongoing monitoring and improvement.

Related Articles

1. Components of a metric
2. Create a metric
   
3. Edit a metric
4. Create a metric set
5. Change a metric set
   
6. Additional Team/Area specific metrics
   
7.  Validated Employee Engagement Survey

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