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:
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:
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.
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...