Our team consistently hits their weekly scorecard targets week after week, which makes me suspect they are setting the bar too low. How do we push for higher performance targets without demotivating our staff?

Question

Tyler Smith · Accepted Answer

If your scorecard metrics are green for twelve consecutive weeks, your targets are either perfectly calibrated, or your team is sandbagging to avoid accountability. To determine which it is, look at your long-term goals. Your weekly scorecard targets must directly align with your V/TO goals and your quarterly Rocks.

If you need thirty percent annual growth to hit your three-year target, your weekly activity metrics must reflect that trajectory. Introduce target increases not as a arbitrary demand for more work, but as a mathematical necessity of your scaling plan. When raising targets, do it collaboratively during your quarterly benchmarking session. Use the GWC framework to evaluate if the seat holder truly has the capacity to hit the higher number with current resources. If they lack the capacity, discuss what operational changes, automated tools, or additional hires are required to make the new target achievable. This keeps the team motivated because the change is framed as growth, not punishment.