A Three-Step Performance Dashboard  Process That Works!

Goal Setting Guidelines - Clarify Employee Expectations...

Use the simple three-step goal setting guidelines in my step-by-step video to create a Performance Dashboard for every position on your team.

Use this process to:

  • make better hires,
  • drive consistent performance
  • help new hires succeed 
goal setting guidelines a postion dashboard

The Performance Dashboard - What It Looks Like:

Here is an EXAMPLE of one Performance Dashboard for a Senior Customer Service position at ABC Company:

  • Priority #1.) Customer Satisfaction provided at required levels.**   
  • Priority #2.)  Become a product expert & learn new features as they are released.**
  • Priority #3.) Complete all orders and requests according protocol.**
  • Priority #4.) Train and mentor new customer service reps.** 

**Specific measurements and goals should be added to each performance expectation according to each individual's experience and ability.

Additional EXAMPLE Performance Dashboards

A Performance Dashboard
 is a performance management and hiring tool that succinctly
describes the top three to five performance expectations that
are crucial for superior performance in a position.

Like a Dashboard in Your Car...

The dashboard in your car helps you focus your attention on what matters most, like: how much gas you have, your water and oil levels, where your next turn is via your GPS and how fast you're going.

While you have a detailed manual for your car in your glove box you refer to your dashboard every time you drive so you can get to where you want to go.

Just like a Dashboard in your car, this hiring and development tool a Performance Dashboard  lets you know what’s crucial for a 'successful drive'.  Every position should have a dashboard that lists top three to five focus areas that are crucial for superior performance. 

Performance Dashboard - Why It Matters & How It Helps You...

 A Performance Dashboard will help you:

  • Focus on what the job needs for superior performance, which helps you focus on the right things during the interview so that you select the candidate that's the best fit.
  • Help new hires focus on what matters most for success in their new position, setting them up for quicker up time, less overwhelm and a greater probability of success.
  • Have honest and straightforward performance review conversations with every employee.

R.P.M. - Three-Step Goal Setting Guidelines
Position Dashboard Step-by-Step Video:

goal setting guidelines

Now, I'll show you how to create a Performance Dashboard using my simple three-step goal setting guidelines process that is easily remembered with the acronym: R.P.M.

1.     R.    Respond & Brainstorm Question

2.     P.    Place Responses, Create Headlines & Prioritize

3.     M.   Metrics Are Added & Interview Questions Selected

The best way to create a Position Dashboard would be to include three to eight subject matter experts (SMEs) who have a vested interested in the success of the Position.  (I facilitate these types of discussions.) 

But the main objective here is to just have a Performance Dashboard for every Position. If you can't get a group of SMEs together, do it by yourself. 

Let me walk you through how to use these goal setting guidelines by showing you how I created a performance dashboard for a client for a Technical Manager position.  Watch this step-by-step video, now:

Sample TriMetrix Job Benchmark/Template and Sample Candidate Debrief

If you are not open to using assessments, but want to create a template for hiring, like I mention in the video, I show you how to do this in my book.  More info here.


  • Step 1.  R.  Respond & Brainstorm Question: Respond to the Question, “What must happen or the job has failed?”   Or said in a positive way, “This must happen in the job for superior performance…”   Think about the job and past people in the job.  Think about what you liked and what was a 'disaster'.  Brainstorm your answers.
  • Step 2.   P.  Place Responses Into 3 to 5 Categories, Create Headlines & Prioritize:  Group all of the answers you brainstormed into 3 to 5 categories.  Create a summary statement or headline for each category. 
  • Step 3.   M.   Metrics Are  Added & Interview Questions Selected:  Select measurements for each category. Create and select the best interview questions for each.

*See Other Job Position Dashboard Examples, Here


Three Conducting Successful Job
Interviews Resources for You...


Your Comments & Questions

Share Your Comments, Questions and Insights Here:

Do you have questions about the R.P.M. Process? About Position Dashboards? What needs clarification? What do you want to add or suggest to others? Share it all right here...

The Performance Dashboard:
Why It Makes ALL the Difference in Hiring

This three-step goal setting guidelines process for creating a Position Dashboard takes very little time to create and will give you incredible advantage as a leader and interviewer.

When hiring and interviewing the Performance Dashboard helps:

  • Avoid the three biggest interview mistakes, because it keeps interviewers focused on the skills and attitude that are most important for success in the job.
  • The interview team ask the right interview questions because all interviewers are  'on the same page' around what's most important in the job.
  • Focus on the right final selection criteria so that the interview team does not over-focus on the candidate's likability and/or background.
  • Create clearer and more specific job postings so that you attract candidates who are a great match to the position.
  • Delivers a consistent message to all candidates and new hires about what's expected in the job.
  • Leaders do a much better job of instilling confidence in new hires and setting them up for success.

Example Performance Dashboards Created By Using This
Three-Step Goal Setting Guidelines Process:

Example Performance Dashboard for the Position for Supervisors at ABC Company
#1. Increase department productivity. 
           Measured by increased ____ by ___%.                                                       
#2. Decrease turnover. 
           Measured by turnover decreased by ____% by ___(time frame)__.                 
#3. Recruit staff according to selection process.
           Measured by # of open positions filled within ___(time fame)___.      
#4. Develop staff according to training guidelines.
           Measured by # of training programs scheduled and ___% of improved performance.
           Measured by safety incident score of ___%.   

Sample Performance Dashboard for the Position for Outside Sales at XYZ Company
#1. Increase volume.                                                                                          

          Measured by increased sales volume each quarter of ___%.
#2. Repeat
business.
         
Measured by ___% of clients are repeat buyers with a minimum order of $___.
#3. Retain new clients.

         Measured by rate of new client turnover, less than ___%.


Three Conducting Successful Job
Interviews Resources for You...



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