When it comes to success in the workplace, there’s no one-size-fits-all solution. That’s why successful teams need to have a way to measure performance and motivation on an individual basis. That’s where the A-Player Score comes in. By combining a number of variables into one score, managers can track daily performance, and leaders throughout the company can provide transparency into their individual and team activity.
The first step in implementing an A-Player Score is to identify the variables that will be used. Variables should be objective and measurable on a daily basis. Common variables might include the number of dials made, audits completed, invoices sent, or other company-specific tasks. The number of variables used can vary, but a good rule of thumb is 3 to 5.
Once the variables have been identified, managers need to establish systems for tracking progress on each variable every day to determine success or failure. This system should be clear and concise so that team members understand exactly what they need to do to achieve their goals.
The next step is to set expectations for team members so they know how their performance will be evaluated against their A-Player score throughout the day, week, and month. It’s important that these expectations are clearly communicated and that any changes or adjustments are communicated as well. This will make sure everyone has access to the same information and can work together toward achieving shared goals.
For example, let’s say that in one day, a salesperson needs to do the following four things:
- Make 5 prospecting calls
- Hold 1 sales meeting
- Follow up with 2 prospects
- Have all deal information updated in the CRM
Let’s say each activity is weighted evenly (25% each) and that the salesperson completes 3 of the 4 activities but doesn’t have all of their deal information updated in Salesforce. In this simple example, they would have an A-Player Score of 75%. Now, imagine if you had a score for each salesperson, the sales team as a whole, or the sales and sales enablement departments combined. You could use this data to see gaps in performance, room for efficiency, and which employees are going above and beyond the minimum expectations.
Ultimately, success isn’t just about reaching targets—it’s also about celebrating wins when individual scores reach or exceed predetermined goals set for them at the start of each period (day/week/month). Celebrating wins boosts morale and encourages team engagement; it also sends a message that hard work pays off and reinforces positive behavior within the organization.
Implementing an A-Player Score can help boost morale and increase productivity across any team or organization. By providing an objective way to measure performance and motivation on an individual level, leaders can create a culture of transparency and accountability that leads to greater success overall.
While I hope this simple breakdown was helpful, there’s a lot more that goes into the A-Player Score. The above just scratches the surface.
Check out Season 2, Episode 6 of The Grow Show for more information on A-Player metrics and even more valuable insights from my co-hosts.