Team Performance Analytics

Monitor team productivity, workload balance, and collaboration patterns to build a more effective and sustainable team.

Overview

Team performance analytics provide insights into:

Individual and collective productivity
Workload distribution across team members
Collaboration patterns and communication
Team capacity and utilization
Performance trends over time

Use these metrics to support team members, identify training needs, and optimize team composition.

Prerequisites

Required role:

Members: See their own metrics
Admins: View team-wide analytics
Organization Owners: Full access across all teams

Plan availability:

Free: Basic team metrics (5 members max)
Pro: Advanced analytics (unlimited members)
Enterprise: Full suite with custom metrics

Accessing Team Analytics

View team performance data:

Navigate to Analytics → Team
Select time period (week, month, quarter, year)
Choose view:

Overview (high-level summary)
Individual Performance
Workload Distribution
Collaboration Metrics
Comparative Analysis

Apply filters:

Specific team members
Projects
Task types
Date ranges

Create saved views for common analyses like "Weekly Team Review" or "Monthly Performance Check."

Key Team Metrics

Team Productivity

Overall output and efficiency metrics:

Tasks Completed per Week: Track total team output over time.

Example Team (5 members):
Week 1: 42 tasks
Week 2: 38 tasks
Week 3: 45 tasks
Week 4: 40 tasks
Average: 41 tasks/week

Team Velocity: Combined velocity showing team capacity.

Completion Rate: Percentage of tasks finished on time across the team.

Team Efficiency Score: Composite metric combining:

Completion rate (40%)
Average cycle time (30%)
Estimation accuracy (20%)
Collaboration quality (10%)

Score ranges:

85-100: Excellent
70-84: Good
50-69: Needs improvement
Below 50: Requires attention

Individual Performance

Personal productivity metrics for each team member:

Available for each person:

Tasks completed (this period)
Average completion time
Completion rate
Overdue task count
Estimation accuracy
Collaboration score (based on comments, reviews)
Response time to mentions/assignments

Comparison to team:

Personal velocity vs. team average
Relative completion time
Task distribution (what percentage of team's work)

Individual metrics should support growth, not create competition. Focus on trends and improvement, not rankings.

Workload Distribution

How work is balanced across the team:

Task Distribution:

Member A: 24 tasks (29%)
Member B: 18 tasks (22%)
Member C: 16 tasks (19%)
Member D: 15 tasks (18%)
Member E: 10 tasks (12%)
Total: 83 tasks

Healthy distribution:

Each member has 15-25% of total tasks
Variation within 10% of average
No single member overwhelmed (>30%)
No member underutilized (below 10%)

Warning signs:

One person handling >40% of tasks
Large gaps between highest and lowest
Consistent pattern of imbalance over multiple weeks

Workload Heatmap: Visual representation showing:

Who is overloaded (red)
Who has capacity (green)
Balanced workload (yellow)

Collaboration Metrics

How effectively the team works together:

Team Communication:

Comments per task
Response time to questions
Mention usage and responsiveness
Review feedback quality

Knowledge Sharing:

Documentation contributions
Help provided to teammates
Cross-project collaboration
Skill transfer activities

Handoff Efficiency: How smoothly work moves between team members:

Average handoff time
Number of handoffs per task
Rework after handoff (quality indicator)

Workload Balancing

Identifying Imbalance

Detect workload issues early:

Automatic alerts when:

Member has >30% more tasks than average
Member has less than 50% of average tasks
Same person consistently overloaded (3+ weeks)
Task assignments don't match availability

Manual checks:

View Workload Distribution chart weekly
Compare assigned vs. completed tasks per person
Check overdue task concentration
Review task complexity distribution (not all tasks are equal)

Rebalancing Strategies

Short-term fixes:

Reassign upcoming tasks from overloaded members
Defer low-priority work for overwhelmed members
Pair underutilized members with complex tasks for learning
Temporarily increase capacity (if possible)

Long-term solutions:

Review task assignment process
Cross-train team members for better flexibility
Adjust team composition or size
Implement capacity planning
Use AI agents to automate repetitive tasks

Capacity Planning

Plan work based on actual capacity:

Calculate individual capacity:

Available hours per week: 40
Meetings/admin: -10 hours
Focus time: 30 hours
Estimated task hours: 25-28 hours (buffer for unknowns)

Team capacity calculation:

5 team members × 25 hours = 125 productive hours/week
Average task duration: 5 hours
Expected tasks per week: 25 tasks (with buffer)

Adjust for:

Vacations and time off
Holidays
Training and development time
On-call rotations
Support duties

Performance Tracking

Individual Development

Track growth and improvement:

Skill Development:

Task types handled over time
Complexity of work increasing
Estimation accuracy improving
Completion time decreasing

Growth Indicators:

Taking on new task types
Mentoring others
Improving collaboration scores
Reducing rework and errors

Support Opportunities:

Identify struggling team members early
Provide targeted training
Adjust task complexity to skill level
Offer mentorship or pairing

Team Evolution

Monitor team improvement over time:

Trend Analysis: Compare current period to previous:

Is team velocity increasing?
Are completion rates improving?
Is cycle time decreasing?
Are estimates more accurate?

Milestone Tracking: Set and monitor team goals:

Increase velocity by 10% this quarter
Improve on-time completion to 85%
Reduce average cycle time to 3 days
Achieve 90% estimation accuracy

Retrospective Support: Use analytics in team retrospectives:

What improved this sprint?
Where did we struggle?
What patterns do the metrics reveal?
What should we try differently?

Advanced Analytics

Productivity Patterns

Identify when your team works best:

Time-based Analysis:

Best days: Which day of week has highest completion rates?
Peak hours: When are most tasks completed?
Slump periods: When does productivity dip?

Use insights to:

Schedule important work during peak times
Avoid meetings during high-productivity hours
Plan sprint work around productivity patterns
Account for known slump periods

Skill Matrix

Visualize team capabilities:

Create a skill matrix:

Skill   | Member A | Member B | Member C | Member D | Member E
--------------|----------|----------|----------|----------|----------
Frontend Dev | Expert | Advanced | Basic | Basic | None
Backend Dev | Advanced | Expert | Advanced | Basic | Basic
Design  | Basic | None  | Advanced | Expert | Basic
Testing  | Advanced | Basic | Expert | Advanced | Advanced
DevOps  | Basic | Advanced | Basic | Basic | Expert

Skill levels:

Expert: Can mentor others
Advanced: Independent work
Basic: Can contribute with guidance
None: Needs training

Use for:

Task assignment optimization
Identifying training needs
Succession planning
Hiring decisions

Comparative Analysis

Compare team performance across different dimensions:

Project Comparison: How does the team perform on different projects?

Project A: 85% completion rate
Project B: 92% completion rate
Project C: 78% completion rate

Analysis: Project C may need clearer requirements or better planning.

Sprint Comparison: Track performance across sprints:

Sprint velocity trends
Completion rate changes
Quality metrics evolution
Team satisfaction scores

Team Comparison (for organizations with multiple teams):

Benchmark against other teams
Share best practices from high performers
Identify common challenges
Learn from diverse approaches

Team Analytics Use Cases

Use Case 1: Sprint Retrospective

Prepare for retrospective:

Pull last sprint metrics:

Velocity actual vs. planned
Completion rate
Average cycle time
Workload distribution

Identify discussion topics:

Why did velocity drop 20%?
Why did Member B have 40% of tasks?
Why did cycle time increase?

Lead data-driven conversation
Set improvement goals for next sprint

Outcome: Fact-based retrospectives with clear action items

Use Case 2: Performance Reviews

Support 1-on-1 conversations:

Review individual metrics (6-month view):

Task completion trends
Skill development (task types handled)
Collaboration contributions
Improvement areas

Celebrate growth:

"Your cycle time decreased by 30%"
"You're now handling advanced tasks independently"
"Your collaboration score increased significantly"

Set personal goals:

"Let's improve estimation accuracy"
"Try mentoring junior team members"
"Take on more complex projects"

Outcome: Objective performance discussions with clear evidence

Use Case 3: Capacity Planning

Plan next quarter:

Review last quarter team capacity
Account for upcoming absences (vacations, holidays)
Calculate available capacity
Plan projects based on realistic capacity
Build in 20% buffer for unknowns

Example:

Last quarter velocity: 160 tasks
Upcoming time off: -15 days (3 team members)
Reduced capacity: -24 tasks
Expected velocity: 136 tasks
Add 20% buffer: Plan for 108-120 tasks

Outcome: Realistic commitments and predictable delivery

Use Case 4: Team Rebalancing

Address workload imbalance:

Identify overloaded member (Sarah: 35 tasks, team avg: 22)
Review task complexity (not just count)
Reassign appropriate tasks to team members with capacity
Provide Sarah with high-priority work only
Monitor for improvement over 2 weeks

Outcome: Healthier workload distribution, reduced burnout risk

Troubleshooting

Metrics Show Low Productivity But Team Is Busy

Possible causes:

Tasks not being marked complete
Working on tasks not in Verk
Meetings and interruptions not tracked
Task complexity higher than usual
Scope creep extending task duration

Investigation:

Survey team about where time is spent
Check for untracked work
Review meeting schedules
Analyze task complexity trends

Individual Metrics Seem Unfair

Common concerns:

"Senior members get easier tasks"
"I work on complex projects that take longer"
"My tasks require more research/coordination"

Solutions:

Add task complexity weighting (story points)
Track different task types separately
Focus on improvement trends, not absolute numbers
Combine quantitative metrics with qualitative assessment
Consider context in all evaluations

Team Metrics Declining

Diagnostic steps:

Review workload changes (increased complexity?)
Check for team changes (new members ramping up?)
Identify external factors (shifting priorities, increased meetings)
Survey team about obstacles
Review process changes recently implemented

Recovery plan:

Address identified root causes
Remove unnecessary obstacles
Provide additional support where needed
Adjust expectations if complexity increased
Celebrate small improvements

Analytics Creating Team Tension

Warning signs:

Team members gaming metrics
Unhealthy competition
Resistance to tracking
Focus on quantity over quality

Corrective actions:

Emphasize metrics are for team improvement, not individual judgment
Focus on team goals, not individual rankings
Combine metrics with qualitative feedback
Use metrics to identify support needs, not punishment
Make metrics transparent and collaborative

Best Practices

Focus on Team Success Celebrate team achievements, not individual competition. Use metrics to lift everyone up.

Combine with Conversations Metrics reveal what is happening, conversations reveal why. Always pair data with discussion.

Look for Patterns Single-week anomalies don't matter. Focus on trends over 4+ weeks for meaningful insights.

Account for Context Not all tasks are equal. Consider complexity, uncertainty, and dependencies when interpreting metrics.

Use for Support, Not Surveillance Identify where team members need help, training, or resources. Don't use metrics to micromanage.

Make Metrics Transparent Team members should have access to their own metrics and understand how they're calculated.

Set Team Goals Together Collaborative goal-setting creates ownership. Let the team set their own improvement targets.

Celebrate Improvements Recognize when metrics improve. This reinforces positive changes and motivates continued growth.

Review Regularly Weekly quick checks and monthly deep dives keep metrics useful and current.

Act on Insights Metrics without action are wasted. Every insight should lead to a decision or experiment.

Dashboard Overview - Main analytics dashboard
Task Analytics - Task-specific metrics
Custom Reports - Build custom team reports
Member Management - Manage team members
Organization Settings - Team configuration

Questions about team analytics? Our support team can help you interpret metrics and build effective teams.

Team Performance