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 5 to 7 is the ideal number of metrics
2. Metrics are fully customisable - use your own language and terminology and you can make updates at anytime
   
3. We recommend choosing 5 core metrics that remain consistent across all teams and 2 additional metrics that are rotated regularly or used in specific teams/areas (learn more)
4. Metrics should align with your focus areas, be engaging for submitters and promote insights that are actionable in teams
   
5. Submitters can add optional comments to metrics as part of their submissions
   
6. Every metric requires a Name, Description, Anchor points and Suggested Manager Prompts (learn more)
   

The Leader prompts field is where you can include suggested prompts relevant to the metric. These support Managers and can be utilised when reviewing the metric results in their Huddle dashboard.

Here's our highest performing metrics

Our Data Analytics Team have analysed results across thousands of teams and global organisations.  These are the types of questions and topics that have delivered the highest levels of engagement, action and improvement in teams. 

Metric Name	Description	Anchor Points	Leader Prompts
Communication	Is the information and context you need being communicated effectively?	100 - Absolutely  75 - Mostly  50 - Somewhat  25 - Poorly  0 - Not at all	Are our existing communication mediums and processes defined? Are they working effectively? What are the most significant communication challenges we face as a team? How has this affected our work? Is there any specific information that needs to be better communicated? Are there any changes to how we communicate that we want to implement?
Blockers	Have you experienced any barriers or blockers to high performance? E.g inefficiencies, lack of resources or frustrations.	100 - None  75 - Only a few  50 - Some  25 - Several  0 - Spinning Wheels!	Can anyone share a recent example of a barrier to high performance? What was the impact on our team? What do you think are the most common barriers to high performance?  How well are our team systems/processes working? What is slowing us down in the team? What support would be most helpful in addressing performance barriers? What actions can we take as a team to minimise or eliminate barriers?
Wellbeing	Is wellbeing (physical, social, psychological) managed effectively in your team?	100 - Absolutely  75 - Good enough  50 - Somewhat  25 - Concerning  0 - High alert!	How are we currently identifying and assessing risks within our team's projects and daily activities? Can anyone share recent examples where safety concerns were addressed effectively, or where we fell short? What measures or protocols do you think are working well, and which ones might need improvement or refinement. Are there any concerns or risks that you believe have not been adequately addressed or discussed within the team? What actions can we take as a team to address or mitigate concerns?
Teamwork	Is your team collaborating effectively and supporting each other?	100 - Absolutely  75 - Mostly  50 - Somewhat  25 - Not really  0 - Not at all	Do we know what everyone is currently working on and their priorities? If not how do we create visibility? Are we all clear on our goals and moving the the right direction? If not how do we drive alignment? How effective are our rhythms and cadences? Can these be improved? Are we utilising the available resources and support available to us? Is everyone confident asking what they need others? If not why?
Workload Management	Is your workload being managed effectively?	100 - Nailing it  75 - Under control  50 - Getting by  25 - Dropping balls  0 - Drowning	Is anyone in particular struggling with their workload? Is anyone available to help out? What work 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? Are there any strategies that have been effective in staying on top of workload?

Here's a 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  Value	How much value has your team delivered to customers/stakeholders?	100 - Big Value  75 - Pretty High  50 - Some  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?
Goals	How are we tracking for our team/project goals?	100 - Ahead of schedule  75 - Should deliver  50 - Cutting it fine  25 - Unlikely  0 - Off the rails	What progress have we made towards achieving our team goals? Are our team goals measurable and specific enough to accurately track progress? Are our team goals still relevant and aligned with our objectives? What areas do we need to improve to achieve our team goals? What actions can we take as a team to help us to achieve our goals?
Innovation / Improvement	Is your team embracing change, new ways of doing things and taking action to continuously improve?	100 - Absolutely  75 - Mostly  50 - Somewhat  25 - Poorly  0 - Not at all	What are the new initiatives or projects we’ve recently started? What’s worked well? What can we improve? How do we measure the success of new initiatives or projects? What stops us from suggesting or trying new ideas? Have we sought out new perspectives or ideas from other teams? What actions can we take to improve innovation in our team?
Clarity	Are you clear on the work you're expected to deliver and do you see it's impact on goals/results?	100 - Completely  75 - Mostly  50 - Somewhat  25 - Lacking  0 - Not at all	How can we improve communication and transparency regarding role clarity, expectations and connection to goals/priorities/results? What additional information or support would help understanding  of your works impact on success? Does feel the work they're expected to deliver aligns with your job description and team goals? If not, why? Are there any challenges or obstacles you face in understanding your role or its impact on the team's success?
Collaboration	How well are we collaborating and working with other teams/departments?	100 - Excellent  75 - Good  50 - Average  25 - Poor  0 - Not at all	Do we share information with and know the priorities of the other teams we work with? Are there opportunities for collaborating on work with other teams? What are some examples of how we've helped other teams? What are the challenges we’ve faced when working with other teams? What actions need to be taken to improve alignment with other teams/departments?
Recognition	Are we recognising each other’s efforts and achievements at work? Include any deserved shout-outs in the comments.	100 - Absolutely  75 – Mostly good   50 - Somewhat  25 - Not really  0 -  Not at all	How do we feel about the current level of recognition we give? Are there any barriers or challenges that prevent us from recognising each other's efforts and achievements more often? Can anyone share examples of times when they felt appreciated or recognised by someone on the team? What specific things can we do to better recognise and appreciate each other's efforts and achievements?
Energy	Are you energised and motivated to deliver great work?	100 - Through the roof!  75 - High energy  50 - Somewhat  25 - Low energy  0 - At rock bottom	What recent team achievements or successes have positively impacted the team's energy and motivation? Can we replicate or build on these? Are there any recent challenges or setbacks that have affected the team's energy? How can we address or overcome these challenges together? Are there any specific tasks or projects that drain energy more than others? Why is this? Are there any changes we could make to our work environment or our processes that might boost our energy and motivation?
Knowledge Sharing	Is your team sharing knowledge acquired and transferring skills?	100 - Absolutely  75 – Mostly good   50 - Somewhat  25 - Not really  0 -  Not at all	What new skills or knowledge has anyone recently acquired? Has this been shared with the team? Are there any areas where we could use more training or development? Have we taken advantage of the available learning and development opportunities offered? Are there any barriers to embracing learning and development opportunities?
Accountability	To what extent do we hold each other accountable for living our values and meeting expectations?	100 - Very Well  75 - Well   50 - Average  25 - Poor  0 - Very Poor	How do we define our values and expectations? How does accountability impact team performance? Are there any examples of situations where team members held each other accountable? What was the outcome? What factors may hinder our ability to hold each other accountable? Are there any systems or processes we can implement to improve accountability?
Belonging	How do you rate the sense of belonging in your team? Consider the levels of trust, safety and connection.	100 - Excellent  75 - Good  50 - Average  25 - Poor  0 - Very Poor	Does everyone feel safe to speak up and contribute? If not why? Do we respect each others opinions and ideas? Are there any examples we want to address? What are our rituals and opportunities to connect? Are these effective? What types of thing contribute to a sense of connection and belonging? Are we making the most of these?
Empowerment	Are you receiving the support, guidance, and autonomy you need to grow and perform in your role?	100 – Absolutely  75 – Mostly good  50 – Somewhat  25 –Below expectations  0 - Not at all	Are there any recent situations where support or guidance was lacking? What could have been done differently? What are some specific types of support or guidance needed?   To what extent do team members have the authority 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? Are these being maximised?
Risk / Safety	Is identifying and mitigating risk/safety hazards a priority in your team?	100 - Risk Free  75 - Mostly Good  50 - Somewhat   25 - Concerning  0 - High alert!	What procedures to we have in place to monitor and identify risk/safety hazards? Are these effective? What are some of the biggest potential risks we face? Do we have a plan to identify and mitigate these? Is there anyone we need to alert when we identify risk/safety hazards? Why is it important to prioritise safety/risk management? Does everyone understand this and has it been communicated?

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

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

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