Are you responsible for providing performance updates to your team?
It can be a tricky job. You want to keep your people engaged with these notifications, but you also don’t want it to become another email or message that gets ignored. Often, this comes down to how often you’re providing the update.
Should you be sending it daily, weekly, monthly or longer? It can depend on the type of performance you’re updating the team on. Some numbers are more important than others.
So, where do you start? Check out this guide to help you decide when to hit send on your next performance update.
When You Should Send Daily Performance Updates
Daily updates can be motivating if you’re managing a sales team or have a group of people chasing down a number or deadline. It shows progress and lets the team know if they’re on track or if they need to make adjustments to achieve the goal.
It can be good to provide commentary with these types of updates. Include forecasts or situations to be aware of before the deadline. It helps prepare the team and allows them to think about how they will overcome any obstacles they might face.
When Weekly Performance Updates Should be Used
You can use weekly updates for admin-type KPIs. These are numbers that might not drastically change day to day. They’re also figures that don’t have a customer impact. It could be behavioural stats that are specific to your team members.
Company updates could also be something you might want to send weekly. It can be good to see how your team members are contributing to the overall business no matter what team they sit in. You should also include commentary in these updates if it’s in corporate speak that only executives might understand.
Why Monthly Updates Can Work
Monthly updates can take the pressure off your team members. Some of your direct reports might get stressed about watching a number not get anywhere near its target. They’re not motivated by seeing a figure change on a daily basis. They prefer to focus on the work knowing that the target will get achieved based on how much effort they put in.
The only thing to consider is that monthly updates can also have the opposite effect. Your people don’t want to be shocked that they missed a number or failed a target without any notice. So while you might not send daily or weekly updates, you still need to keep them in the loop on how they’re tracking either verbally or with a message every now and then.
What is Best for Your People
The ultimate decision about when to send performance updates comes down to what will motivate your people. Is the information you’re providing relevant, and can it be used to achieve your goals and objectives? If it doesn’t, then you might need to find something else that will do this.
Need more tips on how to motivate your people? Make sure to follow the Better Boss Blog. You’ll find advice and guidance on how to get the best out of your team. Follow pwf services on LinkedIn, Instagram, and Facebook, so you never miss a post.