Recommended Huddle Metrics

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. Metrics are fully customisable, allowing you to measure and improve the areas that are relevant to your strategy and goals.

Guidelines for creating metrics:

We want to ensure you're generating regular insights and action at every level. Do this by ensuring your metrics are:
  1. Focused: Submissions should be fast so 7 is the ideal number of metrics for each submission cycle.
  2. Relevant: Ensure metrics are aligned with your strategic goals. Use your organisation's own voice and terminology.
  3. Actionable: Ensure metrics are relevant and actionable in teams. Avoid vague, high-level or abstract concepts.
  4. Engaging: Update/rotate your metrics regularly to keep the process relevant and engaging.

Info
We've provided a list of metric recommendations below. Alternatively, contact support@teamgage.com to book a consultation session and receive tailored recommendations from a Teamgage expert based on your strategy and goals.

Our recommended metric set has been developed based on validated research into team health and effectiveness and our own research across thousands of teams using Teamgage. These metrics provide an effective indicator of their ability to successfully navigate change and perform at a high level.

Metric Name

Description

Anchor Points

 Leader Prompts

Communication 

Are our goals, changes and key information being communicated effectively?

100 - Absolutely

 75 - Mostly

 50 - Somewhat

 25 - Not really

 0 - Not at all

  • Are preferred communication mediums and processes clearly defined? 
  • Is communication being received in an effective and timely manner?
  • Is there any specific information that needs to be better communicated?

Clarity 

Are you clear on what's expected of you and see your work making an impact on our goals?

100 - Crystal clear

 75 - Mostly

 50 - Somewhat

 25 - Not really

 0 - Not at all

  • Are current priorities and tasks clearly aligned with team goals? 
  • Is everyone working on the right things?
  • What work isn't making an impact and why?
Teamwork
Is your team collaborating effectively and supporting each other to achieve shared goals?

100 - Dream team

 75 - Most of the time

 50 - Somewhat

 25 - Not really

 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? 
  • Is everyone confident asking what they need others? If not why?

Barriers

Has your recent work been unnecessarily held back by systems, processes or lack of support?

100 - Not at all

 75 - Only a bit

 50 - Somewhat

 25 - Significantly

 0 - Completely blocked

  • Are there any common or recurring issues 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?

Trust

Do you feel empowered and safe to speak up, raise ideas or concerns and take initiative?


100 - High trust!

 75 - Mostly

 50 - Average

 25 - Low trust

 0 - Zero trust


  • Are there any conversations or issues being avoided?
  • Are there any specific reasons people feel reluctant to speak up?
  • Has any action been taken off the back of ideas or feedback given? Has this been effectively communicated?

 

Alert
When defining your core metric set, focus on the areas of your strategy where Teamgage can offer the most valuable insights. Where relevant, adapt the language to match your internal terminology—this helps ensure the metrics are meaningful to your team and foster a stronger sense of connection and purpose.

Additional Metrics

Here's some additional recommendations that have generated high levels of engagement in teams.

Metric Name

Description

Anchor Points

 Leader Prompts

 Customer Focus

 

How focused is your team on understanding the needs of and delivering value to it's customers? 

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 recent decision making and direction?

 

100 - Very confident

 75 - Pretty confident

 50 - Average

 25 - Not very confident

 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?

Improvement 

Does your team embrace change and address challenges by taking action to continuously improve?

 

100 – Absolutely

 75 – Mostly

 50 – Somewhat

 25 – Not really

 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? 

Recognition

How well are we recognising each other’s efforts and achievements at work? 

100 – Very well

 75 – Well

 50 – Average

 25 – Not very 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 have you felt 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

Is your team sharing knowledge acquired and transferring new skills?

100 – Absolutely

 75 – Mostly

 50 – Somewhat

 25 – Not really

 0 - Not at all

 

  • 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

Have our recent actions, behaviours and decision-making aligned with our values?

100 – Absolutely

 75 – Mostly

 50 – Somewhat

 25 – Not really

 0 - Not at all

  • 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

  • Does 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?
  • Are there defined rituals and opportunities to connect? Are these effective?
  • What types of things have contributed to building a sense of connection and belonging?

Development

Are you satisfied with opportunities to learn new things and develop your skillset?

100 – Absolutely

 75 – Mostly 

 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?
 Innovation
Does your team encourage ideas and is open to trying new ways of doing things?


100 - Continuously

 75 - A good amount

 50 - Sometime 

 25 - Not really

 0 - Nothing changes


  • 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 ideas or trying new things?

  • What’s slowing us down? What action can we take to improve? 

  Workload

How manageable does your current workload and time pressures feel?

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?
Supported
Do you feel supported in managing job demands?


100 - Absolutely

 75 - Mostly 

 50 - Somewhat 

 25 - Not really

 0 - Not at all



  • Is there anything in particular contributing to job demands?
     
  • What sort of support would be most useful?

  • Are existing tools/resources effective and being taken advantage?

 

Project

 

Are you confident your team is on track to deliver it's 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?

AlertInfo
Remember to regularly review and refresh your metrics to ensure they remain aligned with your goals and priorities and are engaging to submitters.
InfoFor further support or advice contact support@teamgage.com to book a consultation session and receive tailored recommendations from a Teamgage expert based on your strategy and goals.

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