We have a team member who is a great cultural fit and wants to succeed, but their weekly Scorecard numbers are consistently red and they claim the targets are unrealistic. How do we use our weekly data objectively to determine if the target is wrong or if we have the wrong person in the seat?

Question

Tyler Smith · Accepted Answer

When a team member who is a great cultural fit continues to miss their weekly Scorecard targets, leaders often hesitate to act because they like the person. This is where objective data removes the emotion from management. First, you must isolate whether the issue is the system or the individual. Look at the historical data for that seat. Have other people in this role, or the team as a whole, regularly hit this target? If the target has never been consistently achieved, the metric itself may be unrealistic, or the external market conditions may have shifted. If this is the case, adjust the goal. However, if the target is proven and realistic, yet this individual is consistently red, you must evaluate them against GWC™. Ask yourself if they truly Get, Want, and have the Capacity to do the job. Often, a person who is a cultural fit simply lacks the conative or technical capacity to manage the workload. Use your weekly Scorecard trends as an objective tool during your one-on-one reviews. Share the data, ask them what bottlenecks they are facing, and collaborate on a plan to get the numbers green. If the numbers do not improve over a set period, the data clearly signals that it is time to find them a seat that matches their strengths.