With information moving so quickly regarding global pandemic COVID-19, many companies are facing the daunting task of taking care of their employees, customers and their bottom line in a fluid environment. We’ve already seen some companies using Rhythm as their tool of choice to keep everyone aligned and executing in lock step.
Goal setting is both a skill and an art. Whether you are new to the goal-setting game, or a seasoned pro, there is always room for improvement. One of the most used aspects of our strategy execution platform is the company goal setting software.
When writing goals, use these 5 steps to drive better results.
Goal Setting Step 1: Write your goal and keep it simple
Start by writing your goal in a clear, action-oriented way. It should start with a verb and state exactly what you are going to do and by when. Let’s start with one example and work it through the 5 steps.
Example Goal: Hire and train 20 new sales reps by end of September
After recently reviewing thousand of Annual Plans and Quarterly Plans, I can say without a doubt that improving employee engagement seems to be top of mind for everyone this year. How on earth do you keep today's dynamic and diverse employees happy, engaged and productive? It's the million dollar question that we ask ourselves year after year.
According to Gallup, companies with highly engaged workforces outperform their peers by 147%. Gallup also concluded that 87% of employees worldwide are not engaged. So, how do you know if your company is on the right side of those statistics? You need to start measuring employee engagement KPIs this quarter so that you can keep your A Players and reduce employee turnover. This is not just a function for the human resources department, the best team managers measure employee satisfaction KPIs on their teams.
Each KPI and Priority should have clearly defined success criteria. What is success? What is failure? Discuss, debate and agree as a team.
Sounds simple, right?
For many teams, setting Red-Yellow-Green (RYG) business success criteria is a challenge. It doesn't come easily for everyone. Fortunately, it's a skill that can be learned.
First and foremost, success criteria should be SMART (specific, measurable, attainable, realistic & timely) red yellow green performance indicators are critical to hitting your goals and targets. Below are a few examples of using SMART red yellow green performance indicators in the real world.
As companies grow, the need to strategic establish implementation processes to help you scale to meet your business goals becomes inevitable. We've all reached a place in our role when the way we used to do things no longer works and we have to innovate. Necessity becomes the mother of invention - there's really no way to avoid it in a healthy growing company.
The truth remains, however: implementing new processes at work is hard. It's some of the most difficult work that teams do. Some teams struggle with change itself - it pushes people out of their comfort zone and sometimes there is resistance. Other teams struggle to develop the processes themselves - they can't agree on the best way to proceed to improve the business process. Even if you can define a new process and make some headway on changing people's mindsets, there is still the uphill battle for implementing the key processes that turn plans into action. Management teams can help their employees to implement a new business process in five simple ways to maximize their implementation efforts.
Virtual and Remote meetings are harder to facilitate because the physical and emotional cues can't be read. Video helps, but only to a certain degree. The following blog highlights a few good weekly meeting questions for the facilitation of a great meeting, either online or through virtual web conferencing.
We teach the best practice of Weekly adjustment meetings using the Rhythm Software and Dashboards.
Recently, after taking a new team of Rhythm software users through their first Weekly Adjustment Meeting,they asked me to write down some of the questions I used while facilitating. The request really got me thinking. Who doesn’t need a few good weekly meeting facilitation questions in their back pocket, right?
As the dust settles on the Annual Planning season, many CEOs now face the challenge of how to achieve and maintain alignment to the company goals across the organization for the entire year. For everyone on your executive team, this job should never end. And, as CEO, you are the driver, the one person who can have the single greatest impact on your team’s focus and alignment throughout the year.
One of my favorite teams to coach through the Rhythm Cascade process is the Sales team. Having been part of a large sales organization myself, it's always interesting to see different teams in action. Some teams have a list of 50 KPIs that they track, while others are starting from scratch. No matter the starting point, the question I get is the same: "What are the most common ones you see as a Rhythm Coach?" Below are a few of the usual suspects, along with some tips from some of our most successful sales teams on Rhythm.
The foundation of a successful Daily Huddle Meeting, Team Huddle Meeting or Weekly Huddle Meeting is a great facilitator to keep the weekly team huddle on track for an effective and productive meeting.
Team Huddle best practices:
Be dedicated. A good facilitator is dedicated to the regular meeting rhythm. Weekly Huddle Meetings and Daily Huddles should happen on their designated days/times without fail and held to strict time limits. If a person is not able to attend, they should still prepare by doing their Weekly Meeting Prep and sending their Victories, Priorities and Stucks to the Daily Huddle facilitator so that their voice can be heard. A good facilitator holds the team accountable to being prepared for each and every huddle.