Business Development Metrics

Winning teams are certainly comprised of winning individuals.

“There may not be an ‘I’ in ‘TEAM,’ but there certainly is an ‘I’ in
‘WIN.’ On the whole, my experience is that individual talent, and
their ability to collaborate, adds to the success of the team in
general.

To understand individual performance, one should understand firstly
how each member contributed to the team’s goals. Each person should be
able to point to key events and what HR folks call KSA’s (Knowledge,
Skills, Abilities) that contributed to the team’s successes. It’s
important to at least get the feedback of individual employees about
their impact upon the team.

360 Reviews are a good way of understanding an individual’s impact in
a group. By asking peers, managers, and when applicable, subordinates
and internal/external customers to give comments, we can get a more
holistic sense of the accomplishments and perceptions for each member
of the group.

What some organizations do is to hold “calibration” meetings, where
all similarly titled employees are compared against one another and
ranked in perceived order of achievement. In this way, managers can
discuss each employee’s contributions in light of the entire
population. This will tend to identify both good performers as well as
those who need development, regardless of the relative success of the
group.

However a supervisor or executive may seek to manage the challenge of
identifying individual contributions to group successes, he/she should
clearly enunciate your methodology to the employees. One must help
them understand what criteria the executive is using to measure an
individual’s impact.

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