One of the first things you’ll have to consider when using Impraise is what competencies are most important for your team. Though you have pre-set examples to chose from, it’s best not to overload the list with too many options. Instead, ensure the skills you set are most relevant to your team’s specific needs. Following these steps will help you through the selection process:
1. What makes your team successful?
The best way to set competencies is to first evaluate what factors make your team most successful. Your meetings may be less ordered and more chaotic than that of other teams, with team members jumping in and adding ideas as they come. But if you see that brainstorming helps you come up with the most innovative ideas, then your team may have more need for skills that emphasize innovative thinking over order. For example, competencies such as ‘Challenges the accepted norms’ may be of more value to your team then ‘Keeps discussions relevant’.
2. Define your team’s goals
Think about what you’d like your team to achieve in the long run. Would you like to accelerate the rate of sales calls you make or boost your lead generation? Based on your team’s yearly, quarterly and monthly goals, consider the skills your team will need to be successful.
3. Align with company goals and values
Remember to think about the bigger picture. Your team is one part of a wider organization and as such it’s important to line up your efforts with the overall direction of the company. Taking company values into consideration when setting competencies is a great way to infuse your company’s culture into your team’s daily tasks, contributing to the creation of a positive work atmosphere.
4. Check-in with your team
Be sure to involve your team in the process. Getting upward feedback about the competencies needed in your team may provide new insights into what will help them achieve their goals.
This article is part of a management guide about how to become a better leader with feedback.
Manager’s Handbook: How will Impraise help me become a better leader?
Why I should start using Impraise
Starting the feedback process