Analyzing IT performance indicators is the duty of every manager, manager and director

Even if a business manages to develop without any type of analysis, there comes a time that without this data, it cannot go further and conquer new niches in the market.

We show how important this is in the “ IT Performance Indicators ” content and today we want to share how the IT manager’s routine should be and how he can create and then do an analysis of the IT performance indicators to improve the business.

Good reading!

How IT performance indicators can influence manager management

Among the many functions that are assigned to a manager of an IT sector or team, the main ones are defining objectives, measuring the performance of the entire IT team and managing all activities that must be performed for the business to function.

When it comes to goals and metrics, it’s important to highlight a quote from a British economist named Charles Goodhar that says, “When a measure becomes a goal, it ceases to be a good measure.”

In other words, the indicators should not control or command teams and put them in cast, but they should serve as inspiration, a desire for the IT team to be able to exceed their own limits and go beyond.

Goals must act as a fuel to drive IT technicians.

The management of an IT team cannot be reduced to metrics and analysis of performance indicators. There are many management structures that can drive a business to succeed using data from the analysis of IT performance indicators as a basis. Like for example:

  • Alignment of the IT area as a business strategy. Technology can be directly involved in the development of a business, so it is necessary that the IT area has the opportunity to participate in the development strategies along with other areas.
  • Cover all the needs of the IT area. With data and metrics in hand, it is possible for the manager to determine which adjustments must be made so that the sector has the capacity to develop and achieve great performances within the business. Without this data, it is difficult, for example, to justify investments and changes before the board, which tends to work much more with statistics and data, than with the dream of achieving significant results using technology.
  • Monitoring of all performance and productivity. How can a manager define whether or not a team is being productive without performance data and analysis? The IT area may appear to be lacking in productivity or may not show desirable results, but the numbers and indicators may show quite the opposite.

Defining good IT performance indicators should be in the manager’s routine

In the beginning, a manager who has never defined performance indicators to track the progress of an IT team may experience difficulties. Even more so when it is necessary to create KPIs and define which ones should receive special attention.

If you research some of the following criteria to be able to measure the performance of your IT staff, you can find the following list:

  1. What is the desired result with this metric?
  2. Why is this result so important to your IT team?
  3. How will you measure the progress of IT technicians?
  4. How can you influence the result presented by the IT team?
  5. Who are responsible for achieving the result?
  6. How will you know that your IT team has achieved the desired goal?
  7. How often will you review the team’s progress?

For example, let’s say your goal is to increase the number of field service calls from your IT staff. We can call this objective the field service growth growth KPI or the field service growth performance indicator.

The answers to this list of questions would be:

  1. Increase the number of field service assistance by 20%
  2. With this objective it is possible to profit more and get more investment for the IT sector
  3. This progress will be measured by the number of calls requested by customers in the system
  4. I can influence that goal by offering strategic services to customers.
  5. Technicians working with field service
  6. Through the numbers presented in the Field Service Manager
  7. The measurement will be elaborated in the next 3 months

As you develop the metrics that will be part of the routine for the whole team, remember:

  1. Observe how goals and metrics can be developed individually and as a team
  2. Be objective and think about the business and not your personal goals
  3. Create a goal that focuses on improvement
  4. Be relevant, direct and clear, without leaving any doubts
  5. Be consistent, that is, analyze an indicator as long as there is sense
  6. Be specific and keep one indicator at a time so as not to cause confusion
  7. Provide feedback to the entire IT team

The analysis of indicators will benefit the business on a large scale

It was a time when performance indicators were used only by CEOs, presidents, executives and big business boards.

Indicators are tools that can benefit sectors and managers who even need to motivate their team to conquer a new level of difficulty.

Good IT indicators are capable of:

  • Motivate the productivity of an IT team
  • Bring the IT technician closer to the company’s philosophy
  • Encourage the team to have a common goal

IT Performance Indicators should not be seen as a way to cast off a team of IT technicians or even an IT manager.

Indicators help big businesses to organize their teams, their goals and purposes. Therefore, analyzing IT performance indicators should be a routine for the manager.

We hope that this content has shown you a new side of KPIs and that you will be able to implement them in your team of technicians and technology professionals!