Performance Measurement
To improve your performance, first you must understand it. How do you understand it? You measure it.
Humans have been measuring performance for millennia. It's likely an important part of your life already, too - whether tracking your clients' progress at work, or your progress towards personal goals like exercise or career progression.
Everperform's universal performance framework is designed to enable individuals, managers and leaders to track performance holistically in order to make effective changes that result in improved performance. And it works.
Everperform's measurement framework
Our universal measurement framework is one that has been developed over more than 20 years and has evolved as research, studies, technology and the way in which human performance and ways of working have modernised over that time. We leverage these updates to experiment and test the applicability through our extensive R&D programs.
The two systems of performance measurement
Everperform works with our clients to measure individual performance across two systems:
Management performance system (sourced from your firm's practice management system)
Human performance system (sourced from weekly pulse surveys)
Traditionally, organisations have focused on measuring people's performance solely via management performance systems. This neglects a fundamental variable in performance: people themselves!
Everperform brings together the two systems of performance measurement to give individuals, managers, and leaders a unique and powerful perspective on performance.
The Management Performance System
Everperform leverages existing data from any number of existing sources. Primarily, that data is within the practice management systems that organisations use to log their time and value. The reason we access this data is because true insight comes from being able to connect the dots between the objective performance data, with the subjective performance data from the weekly pulses.
The Human Performance System
Everperform looks at human performance across three subjective factor types, each with factor categories.
The subjective factor types are productivity, wellbeing, and relationships.
Productivity
Subjective productivity refers to how people feel about the work they are doing. Productivity is broken down into four categories:
Capacity: How we are utilising time and capability to meet expectations
Flow: When we feel we are in the zone and doing our best work
Fulfilment: How we feel about what we do and the impact we make
Growth: How we are developing our capability and reaching one's potential
Productivity gives an overall picture of the experience of an employee with regards to their work.
Wellbeing
Wellbeing refers to a general sense of how people are feeling on a weekly basis. Wellbeing is broken down into two categories:
Mindset: How we think about the day ahead
Energy: How ready we feel to take on the day
We ask broad, sentiment-based questions to get a sense of subjective wellbeing.
Relationships
Relationships refers to the quality of connections with others at work. Relationships is broken down into two categories:
Connection: Who we interact with and how we interact with them
Support: How much we feel others have our back
We ask questions relating to how people are connecting with their teammates, their managers and their clients.
How Everperform captures and uses human performance data
Everperform runs weekly pulse surveys. Pulse surveys are regular, voluntary, identified (not anonymous) surveys that Everperform asks you to complete.
The data captured in pulse surveys goes straight into your Performance Passport where you can review your performance.