The 5 inputs that make your team care again.
The exact templates we run our team on, in the order the video covers them.
Sam · Appointment setter
Week of 5 OctYour numbers
The grade
| Area | Self | You | Gap |
|---|---|---|---|
| Performance | 8 | 5 | 3 |
| Team contribution | 7 | 7 | 0 |
| Wellbeing | 8 | 7 | 1 |
| Quality of work | 8 | 6 | 2 |
Five inputs. One afternoon to set up.
Each one comes with the template and the to-do from the video.
- 1
Clear expectations
Most underperformance isn't a people problem. Nobody's told them what good looks like.
DocRole expectations one-pagerUnlocks when you get the packDocHow to make an SOPUnlocks when you get the packYour to-doOne page per role. Write it this week.
- 2
A way to measure themselves
They score themselves, you score them separately, and the gap is the conversation.
Your to-doThree to five numbers per role, scored every week.
- 3
The weekly team call
The highest-leverage hour in your week. Same four parts, every time.
DocWeekly team call agendaUnlocks when you get the packDocBeginning-of-month presentationUnlocks when you get the packBeginning-of-month slidesUnlocks when you get the packYour to-doPut the call in the calendar now. Same time, every week.
- 4
Department KPIs and incentives
If everyone owns everything, nobody owns anything. One number per department, one name on it.
DocDepartment KPIs and incentivesUnlocks when you get the packSheetKPI & incentive sheetUnlocks when you get the packYour to-doOne KPI per department, one name on each.
- 5
Praise progression
Praise in public, correct in private, and be specific. Reward progression, not perfection.
No template for this one. It's built into the scorecard (the specific-praise box) and the wins slide of the monthly presentation.
Your to-doThis week, give everyone on your team one specific piece of praise.
Hiring and firing
Get the right people in and the wrong ones out fast.
Want this installed in your team?
We set up the roles, scorecards, calls and numbers inside coaching and agency teams.
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