When thinking through how we understand and measure performance at Motivate, there are two primary factors: What We Do and How We Do It.
What We Do
What we do is measured by the goals we set for ourselves and our teams. Goals are set for each of an individual’s areas of responsibility in order to provide a comprehensive view of that individual’s overall performance in their role.
In order to cover the different aspects of each person’s role without going too far and micromanaging their work, each person should have three to five goals each quarter.
How We Do It
The "How" of performance consists of the method we use to achieve our goals, using the competencies we have as individuals to execute that method consistently.
Competencies are the skills, behaviors, and mindsets needed to be successful in a specific role. One example of a competency is the requirement that team leaders be able to communicate clearly and effectively.
Performance = What + How
Measuring performance requires everyone to understand what goals they’re expected to achieve and the competencies they are expected to display as they work towards achieving those goals. Clarifying the expectations around each individual’s performance in both of these ways helps each person have a clear road map of how they can meet or even exceed expectations. Make sure you’re having open and honest communication with your supervisor and those who you supervise (if applicable) so that everyone is on the same page.