Who is this article for? | Managers |
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Elevate your team's performance with Everperform
Being a manager is a privilege, and it also has its challenges. It can be difficult to delegate tasks to the right people, collaborate with different personalities, and inspire a team to work together.
But there is great news for you: your organisation has given you access to Everperform, an app that will help you understand your team members and work with them to elevate your whole team's performance.
A quick guide to Everperform
This page will give you a quick tour of the top features available to managers in Everperform. You can explore the rest of the app using this Help Centre as a guide.
Performance Passport
Your Performance Passport is the home for your performance, relationship, wellbeing, and productivity data. It houses all your performance data in one place, so you can track your progress: the things you are doing well, and the things that need improvement.
As a manager you can view your subordinates' Performance Passports too.
Pulse surveys and reports
Your organisation runs weekly pulse surveys. These provide a wealth of information about the attitudes and perceptions of your subordinates.
Your team members know that you will read the feedback they share in their pulse surveys. You can feel confident starting a conversation with them about their scores and observations, and they may even be expecting you to ask about it.
My People page
The My People page provides you access to predefined reports that you can easily draw high-level view of what is happening at both individual and team levels.
Best practice team leadership
Your Everperform schedule
Everperform recommends that you follow the schedule below to stay connected with your team's performance and feedback.
Weekly | Monthly |
Pulse opens ✅ Complete your weekly pulse survey Allow 1-2 minutes
Pulse closes ✅ Understand your team:
Allow 10 minutes
✅ Understand your people:
Allow 10 minutes | End of month review ✅ Review and analyse the month and YTD trends in the "My People" page Allow 20 minutes
30 day forecast ✅ Utilise last month's insights to improve planning for the month ahead Allow 10 minutes |
Principles for analysing Everperform performance data
Low scores: A low score when evaluating a subjective result is a value between 0 - 50%. When a score becomes low it is always best to check the individual's passport to identify if any observations have been made to provide deeper context. Has the low score been trending downwards and for how long? These are all clear markers to have a conversation with that individual and discuss how you can help.
Baseline: When a low score is identified it is always best to understand someone's baseline first. The reason for this is that some individuals may always score certain questions low so it's always best to check if scores have been consistently low in the past.
Sudden movement: In some cases, but not all you might identify a sudden drop for an individual. This can be alarming if this individual has always consistently had high scores (for example, if an individual's scores dropped from 75% to 25%). In this case it's worth having a conversation with them to understand the sudden shift and whether you can help.
Strength building: Not everything should be red flags when analysing the data. Understanding an individual's strength is just as important because these are areas you can harness to elevate your whole team.