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 clearly aligned with your strategic goals and values. Use your organisation's own voice and terminology where applicable.
  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 (learn more)

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.

Here's a list of example metrics based on validated research into team health and effectiveness and our own research across thousands of teams using Teamgage. 

Metric Name

Description

Anchor Points

 Leader Prompts

Communication 

Is the information you need being communicated clearly and effectively?


100 - Crystal clear

 75 - Mostly

 50 - Some gaps

 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?

Impact

Have you seen your recent work making a meaningful impact on our goals?


100 - High impact

 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
Has your team been working together effectively?

100 - Dream team

 75 - Most of the time

 50 - Somewhat

 25 - Not really

 0 - Not at all

  • Are there any silos or misalignment that needs addressing?
  • How effective are team rhythms and cadences? 
  • Is everyone confident asking what they need from others? If not why?

Barriers

Has your recent work been unnecessarily held back by systems, processes or complexity?


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?
  • Does everyone understand why certain policies and processes are in place?

Trust

Do you feel safe and empowered to speak up, contribute ideas and raise concerns?


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?
Workload
How manageable has your recent workload and time pressures felt?

100 - On top of things!

 75 - Mostly Good

 50 - Just getting by

 25 - Dropping balls

 0 - Drowning

  • 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?
Supported
Do you feel supported in managing job demands and meeting expectations?
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?
Customer Focus
Has your team been focused 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?
  • Are there any challenges have your team has faced in delivering value to customers?
Improvement
Does your team address change and challenges by taking action to continuously improve?

100 – Absolutely

 75 – Mostly

 50 – Somewhat

 25 – Not really

 0 - Not at all


  • What stops people suggesting new ideas or trying new things?
  • Does your team actively seek new ideas or perspectives from others?
  • Is there anything your team should 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

  • 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?
Values
Have our recent actions, and decisions been 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?
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

  • 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 al

  • Are there any recent situations where support, learning or guidance was lacking? 
  • Are there any specific types of support, learning or guidance needed?
  • 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 new ideas and embrace 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?

Wellbeing
How do you rate your recent wellbeing (physical, social, psychological) at work?

100 - All good

 75 - Good enough

 50 - Just OK

 25 - Concerning

 0 - High alert!

  • Are there any recent examples where wellbeing concerns were addressed effectively, or where we fell short?
  • Are there any wellbeing concerns or risks that  have not been adequately addressed or discussed within the team?
  • Are private opportunities to discuss personal wellbeing being communicated and made readily available?
Confidence
Are you confident we're making meaningful progress towards achieving our goals?

100 - Very confident

 75 - Pretty confident

 50 - Touch and go

 25 - Concerned

 0 - Not at all

  • Is there anything that needs prioritising or better focus?
  • Are required actions clear?
  • Is there any additional support or help needed?
Clarity
Are you clear on your priorities, expectations and purpose of work?

100 - Crystal clear!

 75 - Pretty clear

 50 - Only somewhat

 25 - Not very clear

 0 - Clear as mud!

  • Are current priorities clear?
  • Are goals and purpose of work being contextualised?
  • How are updates and expectation being communicated?
Cross-Collaboration
Has your team ben collaborating effectively with others?

100 – Absolutely

 75 – Mostly 

 50 – Somewhat

 25 – Not really

 0 - Not at all

  • Are there any opportunities to collaborate with others?
  • Is communication across teams/departments effective?
  • Are there any particular collaboration challenges that should be addressed? 
Accountability
Is there accountability in your team for meeting expectations?

100 – Absolutely

 75 – Mostly 

 50 – Somewhat

 25 – Not really

 0 - Not at all

  • Does everyone feel comfortable holding each other accountable?
  • Are expectations being made clear?
  • Are there any recent examples where accountability was lacking?
Respect
Has your team been treating each other with respect?

100 – Absolutely

 75 – Mostly 

 50 – Somewhat

 25 – Not really

 0 - Not at all

  • Have there been any recent conflicts or disagreements? How was this handled?
  • Has everyone been given an equal voice?
  • Has the importance of respectful behaviour been highlighted?

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 objectives.

Related Articles

    • 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 ...

    • Updating and Rotating Your Huddle Metrics

      Teamgage lets you regularly update or rotate metrics, helping you gather broader insights while keeping submissions quick and focused. You can also assign specific metrics to different teams or areas. Our data shows that regularly refreshing metrics ...

    • 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 ...