Use the simple Performance Dashboard goal setting guidelines process, explained step-by-step in this video to clarify expectations and increase accountability. This process will help you:
Here is an EXAMPLE of one Performance Dashboard for a Senior Customer Service position at ABC Company:
**Specific measurements and goals should be added to each performance expectation according to each individual's experience and ability.
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.
A Performance Dashboard will help you:
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.
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...
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:
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 ___%.