Metrics

Functioning of Nailted metrics and where eNPS comes from.

General Information

Metrics management

What can I use metrics for?

Tips to improve participation

Best practices

Initiatives to improve your metrics

Here you will find a list of initiatives we have put together to help you improve the metrics we show you. You can either browse the list of initiatives below or in this spreadsheet where you can filter them per the specific metric you need to improve.

What initiatives do you already carry out? Let us know here and we can add them to this publication.

Direction

• Communicate the vision and mission
  • Clearly and regularly communicate the vision and mission of the company.
• Collaborate to create a list of "key behaviours" according to company values
  • Collaborate with your team members to create a list of behaviours that illustrate and represent the values of the company and how they are applied to everyday life.
• Communicate change initiatives
  • Inform your people about any initiatives or changes that affect strategy and how each department affects that change.
• Help team members relate individual objectives to those of the company
  • Have team members consider how their individual objectives relate to those of the company, creating a connection to the direction of the company.
• Communicate the company strategy and why it was created
  • Let your people know exactly what the current strategy of the company is and why it was created/chosen for the mission of the company.

Feedback

• Make sure your people have a say in the direction of their work
  • Enable a process by which people can ask for and obtain feedback to put into practice in their day-to-day work.
• Lean on managers
  • Have managers encourage and give frequent and constructive feedback, and have them communicate the importance of feedback on company strategy in team meetings and 1:1s.
• Find a creative way to show ideas that evolve from feedback
  • Find creative visual formats to show how ideas from other colleagues have been put into practice.
• Make sure your team members understand the feedback process
  • Explain to your teams step by step what the feedback process looks like from start to finish.
• Encourage team members to express themselves freely
  • Always encourage people to express and comment on what they think of an idea, whether their comments are positive or negative.

Career

• Communicate the impact of teams' work
  • Tell people and teams how their specific functions are impacting the company's growth and strategy.
• Procure learning and development resources
  • Have materials team members can use at any time to grow in the company (online courses, workshops...).
• Build career growth plans with individual team members
  • Sit down with each team member and set career milestones and a plan for their perceived growth within the company.
• Understand each person's needs for growth
  • Make sure you know exactly how each team member intends to grow, helping them visualize their growth and helping both of you recognize opportunities for more growth.
• Continuously discuss growth in individual meetings
  • Regularly discuss and review each team member's plans for growth in individual meetings, making changes and updates along the way as needed.

Recognition

• Recognize people's work on a regular basis
  • Always make sure your people receive appropriate recognition for a job well done. One way to do this is by encouraging the use of claps.
• Communicate the importance of recognition
  • Make people understand the importance of recognition in building a healthy company culture of trust, feedback and appreciation.
    • Check out this article to know more about the importance of recognition
• Use automated reminders for milestones
  • Configure automatic reminders that are sent out whenever team members achieve significant milestones.
• Give more personalized feedback
  • Ask your people how they would like to receive positive feedback and on what aspects would they like more of it.
• Consider new methods for offering praises and feedback
  • Suggest new channels to send comments and congratulations through, keeping recognition diverse.

Company Image

• Make company values clear
  • Make sure your people know and understand clearly what the company values are so that they are as aligned as possible with them.
• Show how essential company values are to achieve the vision and mission
  • Explain to your people how each company's value helps the organization achieve its vision and mission.
• Make sure strategic decisions adhere to values
  • Show to your people how all strategic decisions taken have a solid base in one or more of the values of the company.
• Think about social activities that align with company values
  • Organize different social and cultural activities that align with and illustrate the values of the company.
• Encourage engagement with the local community
  • Facilitate the involvement of your teams in the local community like with volunteer work promoted by the company for example.

Fellowship

• Conduct team-building activities
  • Conduct periodic team-building activities to improve the relationship between people in the teams.
• Encourage communication and collaboration between departments
  • Appoint contact people for each department that will be the links between departments and that will encourage their teams to cooperate with other departments.
• Create support networks within teams
  • Appoint team members that will be the ones the rest of the team goes to when they need support with their work.
• Encourage team members to share knowledge and expertise
• Praise efficient teamwork

Happiness

• Offer your people work-life benefits
• Show your people what their work has accomplished in terms of impact
• Encourage people to take pride in their work.
• Offer more time off for maternity/paternity leave
• Offer an opportunity to work cross-functionally

Managers

• Give your manager's leadership courses
• Conduct manager-team member bonding activities
• Make sure managers know the immediate status of each of their team members
• Make sure managers talk to each team member individually
• Have managers act as advocates for their teams