What are some data-driven ways to improve your people management strategies?

SMART goals promote clear and effective communication between managers and employees. Both parties have a shared understanding of what is expected, reducing misunderstandings and conflicts. With a clear and specific definition of what needs to be achieved, distractions can be avoided and we can laser-focus on our objectives as a unit. It creates an atmosphere for continuous improvement which can lead to the retention of your most talented staff and contribute to their individual career development. It makes life easier for people managers as when setting SMART goals, we can create an environment of accountability where we can preempt performance issues and provide support up front in lieu of formal Performance Management Plans (PIPs/etc).

In my years of experience in people management, having a continuous feedback loop has been hugely beneficial. I am known for my candor and I try my best to be as transparent as I am allowed to be. This can foster the same behavior in the teams I lead. I am open to feedback and I will deliver feedback honestly when needed. The whole idea is to allow as much room as possible to have fortnightly 121s with every one in the reporting line. In the short call, include time for people to voice concerns over what you could be doing better and what can be done to improve things going forward. Create an environment of respect, not fear.

Utilizing analytics in people management can significantly enhance your strategy by providing data-driven insights and enabling evidence-based decision-making. In my weekly huddles with my crew, I would show them WoW data and any areas that improved or declined. I would get more granular, particularly with areas where we went down, reach out for insights, then provide my own insights. They were usually the same insights as my team's (or at least part of the team), would understand how we achieve our goals and the components of our results. Every week, the team would understand better what needs to be done and areas that can be improved. Cold, hard data doesn't lie but it might not tell the full story. Sometimes teams need reassurance.