Everything you need to know to create, manage, and customize Scorecard Metrics

Create a new metric from Quick Create or your team's Scorecard page

Give your metric a Name, Description, select which Team(s) it will appear on, and assign an Owner - these settings determine who has access/visibility to the metric. The select it's Type, Format, Comparison, and Target

For more on how to create Calculated Metrics, check out this help doc

Customizing Scorecards is an admin function. Click the Edit Scorecard button in the top right of your Team Scorecard

Here, you can toggle on/off the current week, total column, and average column as well as set the first day of the week for each team's scorecard

If you adjust the date range from the date-picker, the Total and Average columns adjust and output the total and average for your metric specific to the customized range

There are two ways to check-in your Scorecard Metrics:

To check-in a metric, click into the desired week, enter your check-in value and provide any context

Check-ins will appear Red or Green based on whether they hit or missed your desired target. If context has been added to a check-in, it will be denoted by the paragraph formatting icon

Toggle the Weekly filter to check-in any Monthly, Quarterly, or Annual metrics

To see a graph of each check-in relative to its target, click the metric's name

Not all weeks/months are created equal. When you expect numbers to be higher or lower than average, you can reflect that in your Scorecards for a more accurate, dynamic way to track metrics - Strety gives you that flexibility!

Here's a short video how it works:

When you want to change the target for a specific check-in but not adjust the overall target for the metric, click the metric as if you are checking-in and click Change from the top right corner of the modal. Input your custom target for that week/month

Any check-ins with a variable target will have the light-grey dogear in the top left corner. Once you input your check-in for that week/month, the check-in will be compared to the variable target, not the overall target

Sometimes you find that a target was initially set too high or too low and you need to adjust midway through tracking the metric. Strety gives you the option to update a metric's target and choose whether the previous check-ins adjust and are compared to the new target or maintain their relationship to the whatever the target was at the time of check-in

To change any metric's target, click Edit from it's 3-dot menu

After adjusting the target, decide whether you want all previous check-ins to be compared to the new target (by checking the box) or maintain their comparison to their original target

If you expect a future uptick or a turndown and you want to set variable targets in advance of those check-ins, you can easily do so! In the below example, we'll outline how to set variable targets for both May & June that exceed our average monthly target ($5000) for this metric.

Scorecard metrics are weekly (or monthly) snapshots of the most important numbers in your org. Using Strety to track & measure scorecard metrics adds accountability while providing transparency into whether the team is improving or plateauing

When you track everything, nothing gets the attention it deserves. Too often we see scorecards with 25+ metrics on them. While all those metrics may seem like worthwhile activities or measurables to track, try to narrow your list to the metrics that are most closely aligned to the company's goals

Though teams/departments will be responsible for their metrics, they should, in some way, contribute to the organization's overall goals.

Key metrics can be rolled-up into the Leadership Scorecard, providing management at-once, proactive insights as to whether certain teams are hitting or missing their targets. If a target has been missed too many weeks in a row, an Issue can be created to address the problem more directly.

Don't just set your KPI and forget about them. It's important to review your metrics every few months and determine if they're driving your org towards it's desired outcome.

Questions you can discuss at the end of each quarter: