If the numbers aren’t telling the right story or the targets consistently feel out of reach, it’s time to recalibrate.
Real-life Example:
I worked with a business that set an ambitious weekly sales target for a new product line. For weeks, the number was red despite the team’s best efforts. Morale was sinking fast.
We dug in during a Quarterly Pulsing session & realised the target was based on a best-case scenario, not actual performance data.
By adjusting the target to a more realistic level—still challenging but achievable—the team’s confidence returned. Within months, they were consistently hitting & then surpassing the new target.
Less Is More: Focus on What Matters
Scorecards aren’t a dumping ground for every possible metric.
The most effective ones track 5-15 key numbers that directly impact your business’s success. These numbers should be so clear that anyone in the team can look at the Scorecard & know if the business is winning or losing.
Real-life Example:
A construction company I worked with initially tracked 25 different metrics at the leadership team level, ranging from project timelines to the number of estimates revised per project.
Some of these measurables might have been relevant at a departmental level but not at the leadership team level—they weren’t driving the business to achieve its plan & P&L. The team was overwhelmed & disengaged.
We refocused the Scorecard on 10 key measurables that truly drove performance—like completed milestones, client satisfaction & margin per project.
The result? The team stopped guessing & started winning.
Motivation Through Momentum
Another effective tactic is to adjust targets based on performance. When a team hits a measurable for two or three consecutive weeks, consider raising the target slightly to keep the momentum going. This ensures ongoing growth without overwhelming the team.
When teams see green on a scorecard, they feel like winners—and winners love to keep winning. It’s human nature.
Visionaries and leaders often aren’t phased by red numbers—they remain optimistic and confident things will improve. But for team members, especially those on the frontline, consistent red can feel like a failure. Adjusting targets when appropriate can help keep morale high and motivation strong.
But what if it’s consistently red?
The First Question: Do We Have an Issue?
Before making changes, ask: Do we have an issue here? If you’ve hit the target before but haven’t recently, then yes, there’s likely an issue to solve.
But if the target has never been achieved & it’s red week after week, don’t just wait it out.
Get curious.
It’s time to dig deeper by asking three key questions:
- Is this the right measurable?
- Does the person responsible for the measurable fully understand their ownership or expectations?
- Is the target realistic based on past data?
Real-life Example:
A financial services firm I work with wanted to increase client retention.
They set a target of 95%—a big leap from their 85% average. After seeing red consistently for 13 weeks, we picked it up in their next Quarterly Pulsing session & we lowered the target to 90%.
I checked in with the team & found that within weeks, the team hit green for the first time, celebrated the win, & built the confidence to push toward that 95%.
Conclusion
A scorecard isn’t just a tool for tracking numbers—it’s a powerful motivator when used correctly.
Keep it simple, stay flexible & celebrate the wins.
When your team feels like they’re winning, they’ll keep doing what it takes to help your business grow.
Need help simplifying your Scorecard & motivating your team? Let’s chat!
