How do you measure the performance of your global team?

1 Set clear and SMART goals

One of the first steps to measure the performance of your global team is to set clear and SMART goals. SMART stands for Specific, Measurable, Achievable, Relevant, and Time-bound. These criteria help you define what you want your team to accomplish, how you will track their progress, how realistic and challenging their goals are, how they align with your overall vision and strategy, and when they should be completed. By setting SMART goals, you can communicate your expectations to your team, and also use them as a basis for evaluation and feedback.

2 Choose relevant and consistent metrics

Another key step to measure the performance of your global team is to choose relevant and consistent metrics. Metrics are the indicators that you use to measure the quality, quantity, efficiency, and effectiveness of your team's work. They can be quantitative, such as sales, revenue, productivity, or customer satisfaction, or qualitative, such as creativity, innovation, collaboration, or communication. The metrics you choose should be relevant to your team's goals, objectives, and responsibilities, and also consistent across different locations, time zones, and cultures. By choosing relevant and consistent metrics, you can compare and contrast your team's performance, and also identify areas of improvement and excellence.

3 Use online tools and platforms

A third step to measure the performance of your global team is to use online tools and platforms. Online tools and platforms are the software and applications that you use to manage, monitor, and measure your team's work. They can include project management tools, such as Asana, Trello, or Basecamp, that help you assign tasks, track deadlines, and monitor progress; communication tools, such as Slack, Zoom, or Skype, that help you communicate, collaborate, and share feedback with your team; and performance management tools, such as 15Five, Lattice, or OKR, that help you set goals, review performance, and recognize achievements. By using online tools and platforms, you can streamline your workflow, increase your visibility, and enhance your efficiency.

4 Conduct regular and timely feedback

A fourth step to measure the performance of your global team is to conduct regular and timely feedback. Feedback is the information that you give and receive to your team about their performance, strengths, weaknesses, and opportunities. Feedback can be formal, such as performance reviews, appraisals, or ratings, or informal, such as praise, recognition, or suggestions. Feedback should be regular, meaning that you should provide it frequently and consistently, and timely, meaning that you should provide it as close as possible to the action or behavior that you are addressing. By conducting regular and timely feedback, you can motivate your team, improve their performance, and build trust and rapport.

5 Adapt to different cultures and styles

A fifth step to measure the performance of your global team is to adapt to different cultures and styles. Culture and style are the factors that influence how your team members think, act, communicate, and work. They can include values, beliefs, norms, preferences, and habits. Culture and style can vary across different countries, regions, organizations, and individuals, and can affect how your team members perceive, interpret, and respond to your performance measurement methods and practices. By adapting to different cultures and styles, you can respect your team's diversity, avoid misunderstandings and conflicts, and foster inclusion and collaboration.

6 Involve your team in the process

A sixth and final step to measure the performance of your global team is to involve your team in the process. Involving your team means that you engage them in setting goals, choosing metrics, selecting tools, providing feedback, and adapting to cultures and styles. Involving your team can have many benefits, such as increasing their ownership, commitment, and satisfaction; enhancing their creativity, innovation, and problem-solving; and strengthening their trust, loyalty, and engagement. By involving your team in the process, you can empower them, leverage their strengths, and achieve your desired outcomes.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?