Using Performance Trends to Drive Improvement

Beyond Point-in-Time Evaluations

A single performance evaluation is a snapshot. But real insight comes from analyzing performance over time.

What Trends Can Tell You

Individual Patterns

• Is this person improving, declining, or plateauing?

• Do they perform differently in certain periods?

• How do they respond to coaching interventions?

Team Patterns

• Are certain issues affecting multiple team members?

• Is overall team performance trending up or down?

• Which coaching approaches are most effective?

Systemic Issues

• Do performance dips correlate with external factors?

• Are there seasonal patterns?

• Do template or process changes affect scores?

Building a Trend Analysis Practice

1. Consistent Measurement

Trends only work if you're measuring the same things the same way over time. Use:

• Standardized evaluation templates

• Consistent scoring criteria

• Regular evaluation cadence

2. Sufficient Data Points

You need multiple evaluations to identify trends. Quarterly reviews provide 4 data points per year—enough to spot patterns.

3. Visual Representation

Charts and graphs make trends visible. Look for:

• Overall trajectory (improving, declining, flat)

• Sudden changes (what happened?)

• Patterns (seasonal, cyclical)

4. Correlation Analysis

Connect performance trends to:

• Coaching actions (did they help?)

• External factors (market conditions, territory changes)

• Template changes (did new criteria affect scores?)

Acting on Trend Insights

Positive Trends

• Identify what's working and replicate it

• Recognize and reward improvement

• Share successful approaches with the team

Negative Trends

• Investigate root causes

• Adjust coaching approach

• Consider whether role or expectations need to change

Flat Trends

• Challenge whether current approach is working

• Try new coaching methods

• Evaluate if expectations are appropriate