How Data Can Help Managers Better Engage Their Teams

Knowing what to do with the data is critical to a manager boosting her performance


Grace Tripathy , Tue 7 June 2022
Todd is an executive for a high-growth tech startup that has 400 employees. His biggest challenge in optimizing his team’s performance is the ever-changing nature of the business.
Todd’s CEO and board regularly come to him with changes to the company’s operations. Sure, he is involved in many of these decisions, but often by the time the conversation gets to him, the CEO and board have already made up their mind and changes are already in the works and he has to catch up. 
The challenge is that his team has been spending the past 3 months working on a completely different plan and now, much of that work has to be scrapped for this new plan.
As a mastermind group, the Ambition in Motion team asked Todd questions to clarify his situation and then we provided some suggestions.
One of the big suggestions was getting ahead of the trends so that he and his team could be a part of the change management process as opposed to having the change happen to them. 
This requires better data collection and access to user feedback information as well as the freedom to begin experimenting with new ideas as the new information comes in.
The other big factor in all of this is properly setting expectations both for his team and for his board and CEO as the ideas he and his team come up with may not work, but at least it gives them a lens into what they are trying and gives them an opportunity to experiment.
Ultimately, the ability to set expectations both for your team and for your leadership is critical to having work where the expectations meet reality and people are excited to come to work. When people feel unclear about their role or the changes happening at work and they feel powerless over them, stress ensues and people leave or worse, become actively disengaged.
Oftentimes, this confusion of beginning a new role with a lack of understanding, training, or data, occurs most frequently amongst new managers beginning the role as a leader of a new team. 

Why is data important in an ever-changing workplace?
 Data in a workplace is absolutely essential. Data includes performance reviews, employee values, wants, and needs, as well as information about what previous employees implemented and how it impacted their teams. 
 The amount of data connected to an organization today is on an unprecedented scale and impossible to process manually; this is why it is important to invest in an effective data management system.
This is why data is seen as one of the most important assets of an organization; it is the foundation of information and the basis on which people make decisions. Hence it would follow that if the data is accurate, complete, organized, and consistent, it will contribute to the growth of the organization. 
Most importantly, the right data alongside proper training is what will lead a new manager thoroughly into the position of effectively leading a new team. 
These are some of the additional and undeniable benefits of effective data and how it can effectively improve a rapidly changing workplace.

1. Increases productivity
If data can be accessed easily, especially in large organizations, your company will be more organized and productive. It reduces the time that people spend looking for information and instead ensures that they can do their job efficiently. 
Employees will also be able to understand and communicate information to others. Furthermore, it makes it easy to access past correspondence and prevent miscommunication due to messages lost in transit.
For new managers, being able to access and identify information about past performance can boost effective leadership faster than having no data at all.

2. Smooth operations
A seamless operating system is every business’ dream and data management can make that a reality. It is one of the determining factors in ensuring the success of an organization; if one takes too long to respond to their customers or to the changing trends around them, they run the risk of falling behind. Heightening the data within performance reviews will allow for quick transitions of productivity for teams. 
A good data management system will ensure that you respond to the world accordingly and stay ahead of the competition.

3. Cost-effective
If you have a good system in place, you will spend less money trying to fix problems that shouldn’t have occurred in the first place. 
 Most importantly, improperly training new managers will lead to a decrease in productivity and ineffective leadership, which will ultimately lose time and money for the company. 

4. Better decision making
When everything's in its place, and everyone knows where to look for it, the quality of your decisions improves drastically. By nature, people have different ways of processing information, but a centralized system ensures a framework to plan, organize and delegate.
Additionally, a good system will ensure good feedback, which in turn will lead to necessary updates to the process that will only benefit your company in the long run.

Get ahead of the struggles that come with change; engage in the best management practices 
Performance review data must deliver meaningful results.
After you’ve properly trained your new managers, it’s your company’s job to provide your new managers with meaningful performance reviews to analyze. Meaningful reviews include honest feedback from employees; a product that your new manager can use to effectively lead their new team. 
 Traditional performance reviews lack meaning. Charts measure trends, but trends don’t tell a new manager how to make a difference, and how to best lead their new team and minimize the learning curve of new managers becoming effective leaders.
 So why do managers need more than just data to effectively lead their team? 
 There’s simply no training for a new position in analyzing charts. 
 What do the charts mean? Sometimes trends are low, and sometimes they are high. But that doesn’t tell you what the employees were thinking or experiencing when they filed these performance reviews. 
 Charts and reports are not training. 
 However, putting effort into detailed and trustworthy performance management with coaching will enhance training for new employees in new positions as well as guide your company in tackling the changes that occur within a workplace, and quickly making effective leadership decisions. 



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