 Team KPIs List

• Generates solutions to problems that do not depend on “business as usual” experience and thinking – Team members with leadership abilities have the capacity to generate solutions to problems that do not depend on “business as usual” experience and thinking. This KPI measures and tracks each team member’s ability to create unique, “out of the box” solutions to problems.
• Has high-performance standards and expectations – This KPI tracks and measures the extent to which each team member displays high-performance standards and expectations. The caveat is that high-performance standards and expectations must be reasonable and moderated. If these standards end up being too high, they can end up hurting the team member’s productivity and engagement levels.
• Inspires continuous learning and growth in others – This KPI measures and tracks each team member’s ability to inspire continuous learning and growth in others. The higher this metric, the greater the team’s ability to function as a cohesive unit, the ultimate goal of all teams in the workplace.
• Is a problem solver – Employee’s or team members who are problem solvers are an asset to the team, and, by extension, the company. This KPI tracks and measures the team member’s ability to solve any problems that might arise in the workplace.
• Leads by example – A team member displaying leadership skills leads by example. And leading by example is an essential skill for all team members to learn and demonstrate. This KPI tracks and measures the team member’s ability to lead by example.
• Shows resilience in the face of constraints and frustrations – Resilience in the face of constraints and frustrations is an essential leadership skill that will help the team member navigate seemingly immense challenges in the workplace. This KPI tracks and measures the employee’s ability to demonstrate resilience in the face of constraints and frustrations.

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• Grooming & Presentation – This KPI tracks and measures and tracks how well-groomed and presented a team member is. Personal grooming and presentation reflect the employee’s attitude towards their job. People quickly make impressions based on the employee’s appearance, including facial expressions, body language, dress code, and how well-groomed the employee is.

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• Be Flexible – Instead of sitting on the bench watching the rest of the crew perform, an outstanding team player wants to see the magic happen through his or her efforts as well. They are flexible to the situations thrown their way, and they participate and tackle challenges without showing too many signs of stress or pressure.
• Be Reliable and Responsible – Be reliable and responsible, complete the tasks in order of priority, not necessarily in the order that they’re given. When you’re not sure of what should take priority, ask your manager.
• Don’t Stay In the Shadows – Don’t just sit quietly and get your work done. It’s a good thing to involved others, as long as you aren’t bothering people with questions you should know the answer to.
• Keep Your Team Informed – Share your opinion and ideas without trying to come up with a plan for taking credit for it. Transparency is key on a team, so keep your team members informed.
• Planning for your own success is important, but whether you get promoted may have a lot to do with how you communicated with your team members.
• Listen Well – Respectfully consider the viewpoints and ideas of other people. When you hear someone saying something you don’t initially agree with, keep from interrupting and don’t let your mind prepare any counter remarks. Just listen, and consider what they’re saying and more importantly, why they believe that.
• Make Learning a Habit – Learn from your and others’ wins and mistakes, do not make the same mistakes over and over again.
• Recognize When You Are Wrong – A good team player will back off an idea when it becomes clear it’s not the right path. If you believe strongly that your team is making a mistake, you can find a way to come back to the issue when the time is right, but being a stubborn stick in the mud is not a quality of a good team player.
• Show Genuine Commitment – Team players are genuinely committed to their cause. Good team players might make sure they are in the office when needed, but great team players will make “seat” time worth it and contribute as much as possible. They strive for excellence.
• Support and Respect Others – Be self-aware of how you treat others. You’ll receive respect when you give it to others. An ideal team player knows how to have fun, but he would never do it at someone else’s expense.

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• Developing Employee Parent & Student Interaction Competencies – Coach and train staff on how to interact properly, positively, politely, and professionally with parents and students.
• Developing Employee Sales/Relationship Competencies – Effectively train and coach employees in developing sales and relationship building skills which enable employees to successfully sell the Mathnasium program, in addition, to establish a positive rapport with customers.
• Employee Performance – Ensure team members are informed and adhere to company policy, devote to high educational quality and maintain a high level of professionalism, correct inappropriate behavior as soon as it occurs
• Leading by Example – Is the team member a role model for instruction, sales, center management, and customer interaction demonstrating exceptional technique and mastery to employees through direct actions were taken?
• Master Trainer – Effectively training and coaching all positions (manage the development of Instructors, Lead Instructors, Assistant Center Directors, and Center Directors) in the
• Mathnasium Career Path on achieving peak performance in current roles and developing capabilities for future role opportunities.
• Motivating Employees – Effectively motivate, recognize, reward, and encourage employees to excel in their role and achieve success using positive reinforcement
• Organizational Culture – Effectively establish an organizational culture at the center that promotes top performance, continuous feedback, focused on employee development, internal promotion, and fosters a collaborative environment?
• Overall On the Job Training – Effectively observe employee’s interaction with students and parents to intervene when appropriate to provide effective on-the-job coaching which facilitates meta-cognition/self-awareness for employees driving reflective learning which develops employees’ competencies, refine technique, and ensure an overall positive experience for students, parents, and employee?
• Work Ethics Training – Train team members to be punctual, reliable, and communicating ahead of time to achieve high team morale.

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• Promotes cooperation with other work units – Inter-team and departmental collaboration are essential aspects of a successful company. Individual teams and departments do not exist as silos. This KPI tracks and measures the extent to which the team leader promotes cooperation with other work units.
• Provides opportunities for people to learn to work together as a team – This KPI measures and tracks the extent to which the team leader provides opportunities for team members to learn to work together as a cohesive team. The higher this metric, the greater the collaboration and cooperation between team members, driving up the team’s and company’s productivity and success rates.
• Recognizes and encourages the behaviors that contribute to teamwork – Teamwork and collaboration between employees in a team are essential components of the successful company. This KPI tracks and measures the extent to which the team leader recognizes and encourages the behaviors that contribute to teamwork.

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• If you were leading your team, what is one thing you would do differently?

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• Conflict Management – Conflict Management is the technique used to reduce the negative aspects of conflict while increasing the positive aspects. Conflict management aims to improve learning and group outcomes, including effectiveness or performance in an organizational setting. This KPI measures the extent to which the supervisor can manage conflict in the workplace.
• Developing Employees –  Employee development is a process where employees with the support of their supervisors undergo various education programs to improve their skills and gain new knowledge and skills. The employee development KPI tracks and measures the supervisor’s ability to draw up personal growth and development plans for each employee.
• Fairness to Employees – Fairness in the workplace is an essential component of employee satisfaction, engagement, and productivity. Employee fairness is directly related to employee retention rates. This KPI measures and tracks the extent to which employees feel that their supervisor treats everyone equally and fairly.
• Flexibility – Supervisor flexibility is a vital element of an effective workplace. Employees exposed to this workplace culture are more likely to experience job satisfaction, engagement, and higher productivity levels. This KPI tracks and measures the extent to which employees believe the supervisor is flexible.
• Job Knowledge – Questions & Answers – Supervisors need to have a keen understanding of the employee roles under their ambit. And, they should be available to answer any questions that employees have about their individual roles: this KPI tracks and measures the supervisor’s job knowledge.
• Leadership – Supervisors play an indispensable role in the organizational structure and company hierarchy. To excel in this role, supervisors must demonstrate the necessary leadership skills. This KPI tracks and measures the extent to which the supervisor displays leadership skills in the workplace.
• Listening – Listening is a critical skill for all supervisors. Employees who feel valued and heard will engage with the jobs, resulting in increased productivity levels. This KPI measures and tracks the supervisor’s ability to listen to employees, ensuring that they feel valued and understood.
• Mentoring – Mentoring is a vital part of the supervisor’s role. The supervisor must mentor new employees during their onboarding phase and while the employee remains under their ambit. This KPI tracks and measures the extent to which the supervisor mentors employees under their supervision.
• Performance Coaching – The performance coaching KPI is defined as the extent to which the supervisor coaches employees in their job roles so that they increase their productivity, performance, and output. There is a causal link between supervisory coaching and employee engagement, feedback, and performance.
• Training and Development – Training and development programs are an essential part of employee engagement, performance, and productivity. The supervisor training and development KPI measures and tracks the extent to which the supervisor implements useful and relevant training and development programs for team members.

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• Timesheet submissions – The timely submission of timesheets by individual team members provides project managers with the ability to track the project’s progress and readjust hours required to complete tasks if necessary. This KPI tracks and measures whether team members submit their timesheets on time for a given period.
• Task dependencies – Task dependencies describe the relationships tasks have with each other. Specific tasks are dependant on the completion of other tasks before they can be started and completed. This KPI tracks and measures the extent to which the team manages the project’s task dependencies to complete the project on time.
• Project schedule – Project scheduling is listing all tasks, activities, and deliverables that fall within a specific project. This KPI measures and tracks the team’s ability to schedule all the tasks related to a project to complete the project on time and within budget.

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• Stakeholder or client satisfaction – Stakeholder or client satisfaction is the measurement that determines how happy the company’s stakeholders or clients are happy with its products or services, driving change, or improvements to the company’s products or services. This KPI measures the extent to which the stakeholders or clients are satisfied with the team’s outcomes.
• Communication – Effective communication between team members is vital for a successful project completed on time and within budget. If team members do not communicate with each other, the project runs the risk of derailments. This KPI measures how well team members communicate with each other.
• Team evaluation – Teamwork has a dramatic effect on organizational performance. A high-performing team achieves impressive results, while a low-performing team results in strategic failure. Team evaluations are necessary to ensure that teams keep on improving their work ethic and performance. This KPI tracks and measures the positives and negatives of team evaluations.

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• Identifies opportunities for the team to develop in-line with the needs of the business – This KPI tracks and measures the team manager’s ability to identify opportunities for the team to develop in-line with the needs of the business. The more the team manager encourages team member development, the more engaged, effective, and productive the team will be, and the higher the outcomes.
• Manages good and poor performance effectively and confidently – This KPI tracks and measures the team manager’s ability to effectively and confidently manage good and poor performance. The higher this metric, the happier the individual team members, resulting in higher output and productivity levels.
• Provides a balance of direction and empowerment to enable the team to grow – The team manager must provide a balance of direction and empowerment to enable the team to grow. This KPI tracks and measures the extent to which the team leader offers guidance and empowerment.
• Provides the right level of support to empower people to take accountability in their work – Part of the successful team leader’s role is to provide the right level of support to empower people to take accountability in their work. This KPI tracks and measures the extent to which the team manager supports and empowers team members to take responsibility for their work.
• Provides timely and constructive feedback – An effective team leader provides timely and constructive feedback to each team member. This improves team member cohesiveness, collaboration, and the ability to work together as a unit to meet common goals. This KPI tracks and measures the extent to which the team manager gives timely and constructive feedback.
• Sets clear, challenging and measurable goals so that people know what is expected of them – This KPI measures and tracks the extent to which the team manager sets clear, challenging, and measurable goals, so that team members know what is expected of them as a unit and individually. The higher this metric, the greater the team’s productivity levels.

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