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. Meaningful: 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 fresh and relevant.

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

Communication 

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


100 - Absolutely

 75 - Mostly 

 50 - Somewhat

 25 - Not really

 0 - Not at all


Clarity & Purpose

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

100 - Crystal Clear

 75 - Mostly

 50 - Somewhat

 25 - Not really

 0 - Not at all

TeamworkHow well is your team collaborating and supporting each other to achieve shared goals?

100 - Dream team

 75 - Very well

 50 - Average

 25 - Not very well

 0 - Not at all

Blockers

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

Safety & Trust

Rate the level of trust and safety you feel to speak up, suggest ideas and raise concerns?


100 - Very high

 75 - High

 50 - Average

 25 - Low

 0 - Zero


 

Alert
When defining your core metrics, consider the focus areas of your strategy where Teamgage is best suited to provide the visibility you need to continuously monitor, measure and drive improvements. Where appropriate you should update the wording to reflect your internal language and terminology - this ensures the metrics resonate with submitters and fosters a clear sense of connection and purpose.

Additional Metrics

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

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

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

Metric Name

 Description

Anchor Points

 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?


 Confidence

How confident are you in our recent decision making and direction?

 

100 - Very confident

 75 - Pretty high

 50 - Average

 25 - Not really

 0 - Not at all


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


Together

Rate the level of cross-collaboration across different teams and areas?


100 – We are one!

 75 – Good

 50 – Average

 25 – Not very good

 0 - Completely siloed


Recognition

Are we recognising each other’s efforts and achievements? Include praise in the comments.

100 – Absolutely

 75 – Mostly

 50 – Somewhat

 25 – Not really

 0 - Not at all

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


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


Values

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


100 – Absolutely

 75 – Mostly

 50 – Somewhat

 25 – Not really

 0 - Not at all


Belonging

How do you rate the sense of connection and belonging in your team? 

 

100 - Excellent

 75 - Good

 50 - Average

 25 - Poor

 0 - Very Poor


Growth

Are you happy with opportunities to develop your skillset and feel supported in your growth?

100 – Absolutely

 75 – Mostly 

 50 – Somewhat

 25 – Below expectations

 0 - Completely stagnant

  Workload Management

How manageable does your current workload and time pressures feel?


100 - On top of things

 75 - Under control

 50 - Just getting by

 25 - Dropping balls

 0 - Drowning!


 Wellbeing

Rate your recent wellbeing (physical, social, psychological) at work and the support you receive?


100 - Very good

 75 - Good enough

 50 - Just getting by

 25 - Poor

 0 - High alert!


 

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


 

AlertInfo
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

 

Idea
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














    • Related Articles

    • Creating a Huddle Metric

      Your metrics are the areas your employees will provide feedback on when making their regular Teamgage Huddle submission and what will be measured and improved by your teams. Creating a new Metric Log into Teamgage Click on Tools & Setup> Metrics from ...
    • Defining Huddle Metrics

      Metrics are the areas that people will provide assessments and insights on when they make their regular Teamgage Huddle submission. Metrics are fully customisable, allowing you to measure and improve areas that are relevant to your goals. Guidelines ...
    • Essential Huddle Metrics for Enhancing EVP and Boosting Talent Attraction & Retention

      Employee Value Proposition (EVP) encapsulates the unique set of benefits employees receive in return for their skills, capabilities, and experience. By continuously monitoring and refining your EVP, you can enhance employee satisfaction, drive ...
    • Edit a Huddle Metric

      You can quickly and easily edit any components of your existing metrics. e.g the Name, Anchor Points, Description, and Suggestions (also known as Manager Prompts). When editing a metric you will retain all previous data and history associated with ...
    • Creating a Huddle Metric Set

      After you’ve created your metrics you'll need to add them to a Metric set. A Metric Set is the actual group of metrics your team will consider during their Teamgage Huddle submission. You can assigned a single metric set for all the whole ...