Team Disquantified: Looking Beyond Day-To-Day KPIs And Metrics Sheets: What Does Team Disquantified Mean?

The process of team disquantified refers to the process of looking beyond the quantitative measures of progress and effort. 

Businesses often try to track the performance of their team through metric sheets and dashboards. However, it is important to understand that complete reliance on the metrics and numbers can be disastrous. 

Think of your organization as your child. Or simply try to recall your childhood. Do you remember the times when you used to find your report card unfair? You must have always felt that you are good at several things that the report card conventionally did not reflect. 

Well, indeed, children often feel that the report card they get does not always reflect their worth. Similarly, in an organization or a corporation, the regular KPIs and the metric sheets do not always represent who a person is and what a person does. 

There are several qualities that often get overlooked by the KPIs or the metrics. Thus, quantitative measurements usually do not reflect things accurately. Therefore, the authorities in the top management should ensure to deal with these things in a way that balances between observation and metrics with the help of meaningful conversation.  

The authorities can therefore use one-on-one check-ins, story-based feedback, and most importantly, recognition from co-workers.   

Therefore, this combined evaluation provides a clear perception of the morale and the level of collaboration among different teams or different individuals within the team.  

Therefore, this process of evaluation allows teams to evolve beyond the quarterly targets. Getting the team disquantified will enable organizations to build something meaningful. 

The process of team disquantified refers to the process of looking beyond the quantitative measures of progress and effort. 

Why Are The Metrics Not Enough To Measure The Performance Of Your Team? What Makes It Important To Get The Team Disquantified?

The organizations often track the progress and the efforts of their individuals with the help of quantifiable data. However, this is not always the right way to go. The organizations count the logged hours when a person enters and exits. However, people often fail to understand that the teams are not machines. Hence, it is not that if you keep the machine working for a certain amount of time, it will finish a certain amount of work. 

For example, a writer can fulfill the targets, but can lag behind while truly connecting with the context of the topic.  On the other hand, a salesperson can meet the targets but bring in clients who may not associate with your values. The marketing team can market their product, but at the same time, can find it difficult to ensure conversion and success. 

Therefore, these examples clearly show us that the quantitative measures on the sheets are not enough for measuring the. 

How Does The Quantitative Measures Fall Short In Figure Out The Human Side OF An Organization Or A Person

The metrics and the KPIs often forget to understand the human side of a workforce. Even in this era of AI and automation, consumers seek creations that are made by human beings. However, the best thing about human nature is that we are not so perfect.  But this is what makes human beings superior to machines in various ways, no matter how inconsistent they are. 

The Quantitative measures do not always do justice in measuring the quality of human creations. 

Human beings go through emotional ups and downs, they take time to learn, and they also take time to relearn. They are always in a consistent process of forgetting the old and relearning the new. 

The data sheets at the end of the day only reflect the amount of work that people have done, but it does not take into account the conditions that the individuals are subjected to. 

There are multiple personal problems that people may face, which can always impact their work life.  People face issues such as broken relationships, domestic tension, and disagreements at home.  

Employees and individuals often have to endure different types of problems based on who they are. Many female employees also have to take care of their household chores along with their office work. Male employees face extensive pressure from their households to earn more and   

What Are The Steps To Get Your Team Disqualified

Multiple steps help in getting the team disqualified. However, the leadership within the organization should ensure that they are moving forward chronologically. Here is a step-by-step guide that can be helpful. 

Step 1: Checking The Accuracy Of Your Current Sources Of Quantitative Data And Understanding The Gap Between Quantitative Fulfillment And Quality

Transitioning from the quantitative measures to qualitative indicators requires planning. Therefore, the leadership should check with their sources of data, survey tools, and other tools for measuring the quality of the work. This should include things like the time sheets and others.  

The leadership should then try to figure out the gaps and the reason behind those gaps. This process, therefore, helps the leadership to figure out the places where quality has to be enhanced instead of just focusing on the quantity. 

 Most of the work in an organization goes through several procedural nuances. As a result, it becomes important for leadership to ensure that they figure out the exact stage within the process that acts as the reason behind the gap between the results on the metrics sheet and the actual results in terms of the quality. 

Something can look fine on the metrics sheet. i.e, the metrics sheet can reflect completion of the task. However, the leadership should introspect on the quality of the finished product or the nature of the service. 

Step 2: Figuring Out The Actual On-Ground REASONS And Intervening To Help Out

The dates on the sheet do not always justify the reasons behind the unsatisfactory results. Therefore, the unsatisfactory result can be due to several reasons. 

The reasons often include things like the workforce going through a certain situation. A lack of resources can cause these situations. 

For example, if the content team of an organization does not have any tools for checking for plagiarism, then they can always create content that gets copyright claims. 

However, this can happen unintentionally. Therefore, the leadership should figure out the reason behind this problem and intervene to help the workforce deal with the prevailing situation. 

Step 3: Incorporating The Right Methods To Get Teams Disquantified

The leadership should figure out the reasons with the help of surveys and other questions. The surveys do not have to be always rigid and conventional, where the employees will be further burdened with a plethora of other chores. 

 Moreover, the traditional methods often hamper the day-to-day work of the people. Hence, things like a bunch of Google Forms, emails, and others should be avoided. The objective here remains not to make the procedure further complicated. Conversations should happen directly and face-to-face. 

Environments like tense meetings and conferences often do not allow people to speak much about the ongoing circumstances. 

The leadership should, instead, engage in plain and simple, open-ended questions while avoiding any constraints on the employees.  

Questions like “What difficulties are you facing?” with an informal tone should accomplish the task. However, the leadership should not approach a person with an attitude where it feels like the person is underperforming, and hence they are being interrogated.  

The leaders should approach with an attitude that suggests “how may I help you to overcome the shortcomings from our end, which are getting you bottlenecked?,” instead of coming with the presumption that it is the employee’s fault. 

 

However, often, leadership in various organizations commits the above-mentioned mistake. This approach weakens the employee-employer relationship in the long run. 

The leadership often thinks entitlement is the best way to ensure accountability, while in reality, entitlement mostly backfires. Moreover, coercive means do not allow creativity to thrive. 

Step 4: Ensuring Accountability

The leadership at every level should avoid being entitled to their subordinates. However, avoiding entitlement does not mean not holding people accountable for what they are responsible for. 

In an organization, the workers, employees, and teams depend on one another for their day-to-day work. Therefore, poor quality of work by any one person or any one team affects the overall performance of the entire organization. Thus, the leadership should collect information from various sources with friendly, open-ended questions and then conclude.  

The organizational leadership should then sit with the team leaders of underperforming teams or the underperforming individuals. An open, non-aggressive conversation from both ends helps in the betterment of the outcome and improves the quality of results. 

People should ensure that they are in a position to provide relevant information to their superiors within the hierarchical order.

Tools Needed To Get The Teams Disquantified

Quantitative tools ensure tracking of the information. However, the qualitative tools keep track of the feelings and situations of the teams. 

1. Monthly Narrative Reports

Monthly narrative reports help to convey the right message to the leadership. However, the engaging parties should avoid any heated conversation. 

2. Platforms For Peer Recognition

Peer recognition platforms also help people. WhatsApp groups, Microsoft Teams groups, or any dedicated platform where coworkers can thank each other for their efforts, and the outcome of the results can help. 

3. Use Of Anonymous Suggestion Box

Anonymous suggestion boxes help people to speak freely. However, the authorities should ensure that the suggestion box does not get misused. 

People take advantage of the anonymity to malign people while tarnishing their image. Employees should avoid baseless, frivolous comments that target any particular individual unprofessionally. 

The anonymous suggestion box should have constructive criticism related to work only.

Sine-Qua-Non Of Getting Teams Disquantified

The organizations should combine the daily metrics data with the outcomes of these tools to ensure accurate conclusions. The questions and suggestions should be kept concrete and concise. The suggestions should not overwhelm the leaders, making it difficult for them to interpret things.

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