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Improving team performance through people analytics

We live in an era of data-driven insights, a time when new and innovative ways of collecting, analysing and organising information pique our interest on a regular basis.

In the modern workplace, a common HR practice is to use people analytics to answer critical questions about an organisation’s operational environment. Psychometric tools, in particular, can provide insights about team dynamics and when used properly, support the development of individual leadership capabilities that positively impact team performance and outputs.

But how do we extract maximum value from people analytics? Can psychometric feedback provide a roadmap for performance improvement and team effectiveness?

There is a clear need for people analytics to visibly and measurably linked to performance outcomes.

Diverse perspectives deliver

Diversity is a key element that enables effective teamwork. According to Team Management Systems Learning & Development Director, Chris Burton, “The power of a good team-based psychometric is in its ability to integrate into the operational environment and clearly illustrate the benefit that diverse perspectives deliver. To match the current environment, there is a growing need for teams to become ‘intelligent’, that is to exhibit inclusive, relational and context-aware traits. The capability to understand and harness diversity should be pre-requisite for modern leaders.”

Team awareness matters

As an example, it is easy to imagine the contribution of a colleague who is meticulous and detail-focused being under-appreciated in a fast-paced operational team. In an environment where the value added by this kind of activity is well understood, the same team member could be celebrated for their commitment to maintaining quality standards.

Prior to exploring a team’s different perspectives and approaches to work, it is important to establish a baseline for current team performance and identify other critical elements. For example, how do we describe the culture in our context, how effectively do we deal with change, and what are trust levels like?

This is where managers and HR practitioners have an opportunity to shift their thinking beyond team workshops being a one-off training event. Burton explains, “Sharing feedback from psychometric profiles is a good way of generating awareness that a colleague is more concrete or more abstract in their thinking, but if you don’t incorporate their insights to revise and improve your process, you’re missing an enormous opportunity. Understanding differences in a team is an important step, but it takes an additional, ongoing effort to include diverse contributions and maintain high performance”.

The Institute of Managers and Leaders Australia and New Zealand has a suite of diagnostic and evaluation tools developed to improve the effectiveness and productivity of your organisation. If you would like to like to know more about the range of People Analytics tools available, please call 1300 362 631 or email or visit

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