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Team Performance & Targets
Attainment is visible continuously, not established at the review meeting.
Targets are commonly set in meetings, tracked in spreadsheets and assessed at month end, by which point the period can no longer be influenced. Incentives calculated from the same records inherit their errors.
“Who is likely to fall short this month?”
ONESUITE
Four of eleven at the current rate. Two remain recoverable, with adequate pipeline moving slowly. One has no pipeline recorded. A thirty-day activity summary for each is available for review.
Investigated, reasoned and prepared. Nothing is sent, paid or amended without your authorisation.
The working surface
Individuals
Target
What it covers
- Targets, attainment and incentive positions by individual, team and period, computed from recorded work
- The current assignments held by each individual
- The history of targets set and attainment achieved
- Individuals likely to fall short, identified early enough for the period to be influenced
- Whether a shortfall originates in the target or in execution
- The behaviour the incentive structure is in practice rewarding
- Presents each individual their own position daily
- Calculates incentive payouts and prepares them for authorisation
- Compiles review documentation from the record
Matters reserved for you
What the targets should be, and how shortfall is addressed.
The same engine, configured to your industry — one of 446 verticals — and provided without licence fee for the first year.
Request a configuration for your industry