When it comes to evaluating team performance, most leaders rely heavily on numbers—targets achieved, leads closed, projects completed. While these metrics are important, they don’t tell the full story. Numbers alone can’t explain why a team member is excelling in one area but struggling in another, nor can they guide you on how to nurture their strengths.
A better approach is to create a structured performance report that doesn’t just measure outcomes, but also analyzes how those outcomes were achieved. One simple but powerful tool for this is a table with the following columns:
| Employee | Strengths | Areas of Improvement | Action Plan | Source of Success |
|---|
How to Fill This Table
- Strengths
- What are they best at?
- Which skills give them confidence and consistent results?
- Example (Sales): A rep who consistently converts leads during product demos.
- Areas of Improvement
- Where are they skipping steps or losing momentum?
- Which situations challenge them most?
- Example (Sales): Losing leads at the negotiation stage due to lack of confidence.
- Action Plan
- How can you nurture strengths and address weaknesses?
- Which training, coaching, or one-on-one sessions will help them improve?
- Example (Sales): Provide negotiation training and role-play sessions to build confidence.
- Source of Success
- Where are their best results coming from?
- Which platforms, communities, or strategies consistently generate wins?
- Example (Sales): LinkedIn outreach generates the highest conversions.
Why This Approach Works
- Numbers alone lower confidence.
Asking only about targets and status creates pressure without clarity. Employees may feel judged instead of guided. - It identifies the real gaps.
Instead of vaguely labeling someone as “underperforming,” you see exactly where they need help. - It highlights repeatable success.
By tracking the sources of success, you can double down on what’s working. - It creates a structured growth plan.
With a clear action plan, employees know how to move forward—and leaders know how to support them.
Great leaders don’t just count the results. They analyze the process, understand the person behind the numbers, and create a structured plan for growth. By using this table, you’ll not only improve individual performance but also build a culture of confidence, clarity, and continuous improvement.
