Why Team Performance Falters — and How Better Leadership Measurement Can Fix It
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Team performance issues rarely show up in the boardroom until it’s too late. Missed targets. Slow execution. Slipping margins.
By the time it’s visible in the numbers, the damage is already done.
The truth? Underperforming teams are one of the most overlooked profit killers in business.
And most of it comes down to one thing: leadership.
According to Gallup’s 2025 State of the Global Workplace Report, only 27% of managers are engaged. Global employee engagement has dropped to 21%. And the most significant factor driving both?
The way teams are being led.
Companies often assume culture and engagement are “fine” — until people start quitting or execution slows to a crawl. But the early signals are almost always there: confusion, disengagement, misalignment, lack of accountability.
We just don’t measure them.
Instead, we look at lagging indicators like attrition, productivity dips, or whether people “seem happy.” But these don’t tell us what’s really happening inside teams.
The manager is the single biggest factor in team performance. When managers lack clarity, courage, or consistency, teams drift. Goals blur. Feedback disappears. Accountability fades. And performance stalls.
The problem is that leadership performance — especially at the team level — is rarely measured in a structured, consistent way. It’s Not Culture. It’s How You’re Leading.
That’s the gap. And it’s costing companies more than they realize.
Team dynamics, leadership impact, and culture health can be tracked and measured — if you're looking through the right lens.
SKOR does this by assessing both the manager and the team separately, giving a full 360° view of how leadership is being delivered and experienced.
When you bring both perspectives together, you get a much clearer picture of where leadership is driving performance — and where it’s holding teams back.
Think of SKOR as the Apple Watch for Teams
Imagine every person on your team was wearing an Apple Watch — not to track their steps or heart rate, but to measure things that actually drive performance: accountability, transparency, adaptability, and more.
Now imagine all those team signals were synced, aggregated, and visualized — not individually, but collectively, showing how the team operates as a unit. That’s exactly what SKOR does.
Most leaders manage teams based on observation, instinct, or occasional surveys — which leaves them flying blind. They know something’s off but can’t pinpoint what. That’s because they’re missing the team-level data that tells the real story.
At SKOR, we’ve identified seven critical indicators of high-performing teams:
Now imagine if every team on your org chart was wearing a virtual watch tracking these seven metrics — not individually, but as a synchronized system. You’d quickly spot where accountability is slipping, where adaptability is lagging, or where recognition is missing entirely.
Want to learn more? We recently hosted a webinar on Unlocking The Hidden Profits in Your Teams based on how the SKOR assessment and the 7 critical indicators of high performance work together to power performance.
SKOR gives you exactly that — a synchronized snapshot of your team’s performance DNA.
It’s not about rating people. It’s about revealing the invisible team dynamics that drive (or drain) results. We collect confidential objective data across your teams, analyze it through the lens of these seven indicators, and generate a SKORcard that shows you exactly where the gaps are — and what to do about them.
Just like a health tracker tells you when your sleep or heart rate is off, SKOR highlights where a team’s performance is out of sync — whether that’s lack of clarity, poor recognition, or avoidance of conflict.
And here’s the best part: when teams become aligned across these seven areas, performance improves — fast.
So if your leadership playbook still relies on vibes and 1-on-1 feedback loops, it might be time for a system upgrade.
This isn’t about engagement for engagement’s sake. Or measurement for the sake of data that leadership does nothing with.
This is about understanding how leadership behavior impacts execution — before it shows up in missed numbers or lost people.
If you’re seeing stagnation, misalignment, or inconsistency across teams, it may not be a strategy problem. It might just be a leadership one. And yes — it can be measured.
Schedule a 30-minute consultation with Eddie Geller to learn how SKOR can help measure, identify blind spots and accelerate growth of teams within your organization. In the meantime, see how SKOR works with our free demo version here.
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