11 Employee Performance Dashboard Examples for 2024

Imagine showing up to your next meeting armed with data that proves, categorically, that your HR initiatives are working.

That employee sentiment is improving. And, furthermore, you have a critical skills gap in the engineering team that needs filling.

An employee performance dashboard can give you that data.

It can even show you who’s deserving of raises and who needs extra support to reach their potential. 

But how do you choose (or build) one that is easy to use, easy to look at, and empowers you to make strategic decisions? 

It’s simple, really. You just need to know what ‘good’ looks like. And you need examples of it in action. 

In this article, I'll show you 11 examples of employee performance dashboards from our Performance Enablement Platform, explain how they work and tell you why they're powerful.

Expect to read:

• An explanation of what to look for in your dashboard, from aesthetics to function
• 11 examples of employee performance dashboards
• A list of the KPIs your dashboard should measure
• Answers to frequently asked questions 

What Does a “Good” Employee Performance Dashboard Look Like?

A ‘good’ employee performance dashboard will consolidate and display important performance data in a way that's intuitive and actionable.

To do that yours must have:

• Clear and relevant metrics
• Customization and flexibility
• Real-time or near-real-time data
• Data and instruction on how to use it
• Benchmarking and historical data comparison

This 'packaging' and delivery of performance data is important—it helps you easily monitor employee performance in real time, which enables you to make strategic HR decisions that drive future performance and growth.

But the data you collect and present in your dashboard is most critical.

As an HR leader, you need performance data that helps you:

1. Understand what teams and individuals are performing higher or lower than others
2. See performance trends and growth over time
3. Make hiring decisions that fill performance and skills gaps in the organization
4. Get insights into employee engagement and job satisfaction levels and implement initiatives to address disengagement
5. Remove biases from performance assessments
6. Rely on data for bonuses, promotions, and salary increases
7. Advocate for and implement changes that improve operational efficiency, adaptability, and competitiveness in the market
8. Measure the impact of initiatives and programs on performance and engagement

David Green, a People Analytics expert, knows the power of data for HR teams who want to have a direct impact on organizational performance.

This is what he shared in a LinkedIn report on the rise of People Analytics:

"Not only can people analytics provide insights that help organizations improve productivity and performance, it also gives managers the information they need to make better informed decisions and supports efforts to improve employee experience and well-being." David Green, People Analytics Speaker, Writer & Market Analyst 

It’s important these employee performance dashboards are collecting, consolidating, and presenting continuous data.

That way you can see how people are performing at any given point in time, whether that was last quarter, last week, or today.

Anything less than that and the data is out of date and leaves room for bias in managerial decision making—check out our guide to Pivotal Performance Management Features for more on this.

Leaders believe only 41% of employees are performing optimally. If change is the only constant, what is the lasting competitive advantage? Learn more on our manifesto on the Pivot to Enablement. 

Key Capabilities of an HR Employee Performance Dashboard

You know now what a good employee performance dashboard looks like, but what should it be capable of?

Your employee performance dashboard needs to be capable of:

• Measuring multiple data points
• Consolidating data
• Interpreting data 
• Filtering data for different views and focuses

When considering both looks and capabilities of your employee performance dashboard, this table can help you spot the good from the bad:

11 Employee Performance Dashboard Examples

We’re going to look at employee performance dashboard examples that cover the following categories:

1. Company wide performance
2. Team performance
3. Individual performance (company/HR view)
4. Individual performance (personal view)
5. Manager performance & effectiveness
6. Engagement and employee sentiment performance
7. Competencies performance
8. Goal performance
9. Initiatives performance
10. 1:1 completion data performance
11. Feedback performance

What metrics you look at will depend on what you’re trying to achieve. So an effective employee performance dashboard can be configured to your needs.

For example, you might need to get oversight on how many goals are being set vs how many are being achieved, and by which teams. Or it could be to see the impact of your latest HR initiative on employee engagement. 

As we go through them, we’ll explain what they are and how they can be used.

1. Company Wide Performance Dashboard — Are you making progress? How effective is your workforce?

Sometimes, you want to get a clear picture of how the organization as a whole is performing. That’s where this employee performance dashboard proves most useful.

You can see, based on performance reviews, where your organization falls on the performance grid. For example, it will show your concentration of star performers, high performers, solid performers, high potential employees, core players, average players, potential gems, inconsistent players, and employees at risk. 

Below you can see this grid expanded:

The dashboard will also show you what organizational performance has looked like over time. That way you can see if there’s an upward, downward, or consistent trend and then take action off the back of those insights, if necessary.

And if you scroll down on the dashboard, you’ll see this:

It’s a list of each employee and where they fall specifically on that performance grid. In the image you can see that Mark Clarke is a ‘High Potential’ employee based on his latest performance review. 

Want to measure and improve company wide performance with the help of an employee performance dashboard? Sign up for a personalized demo of the Mesh platform here.

2. Team Level Performance Overview Dashboard — How is each team performing? Where are your weaknesses?

To get more granular with your performance data, you can look at the performance of specific teams. Managers can use this dashboard to see how their team is performing while HR can use it to check on multiple teams and investigate where and why performance is an issue.

This view shows the overall performance grid for that team, shows how many performance check-ins each team member has had, tracks goal distribution and progress, shows competencies across the team, and breaks down 1:1 completion rates for that team.

Check out the rest of this dashboard in the screenshots below:

3.  Individual Performance Dashboard (HR team's view) — How is an employee performing? Are they being managed well?

Let’s say you spot an underperformer in a team and you want to understand what’s happening. You could use an employee performance dashboard that focuses on that individual specifically. 

You can look at where they fall on the performance grid, how that person has performed over time, a breakdown of the ratings they’ve gotten from their manager, feedback they’ve received from their colleagues, what they say about their own performance, and more. 

This information can give you unique insights into what’s going on and why. 

Want to measure and improve every employee’s performance with the help of an employee performance dashboard? Sign up for a personalized demo of the Mesh platform here.

4. Individual Performance (the employees view) — How am I performing? How can I improve?

Employees want to understand their performance too. That’s why there should be an option within an employee performance dashboard for them to see their scores, trends, and progress.

The Mesh platform caters to this by having a ‘Me’ section where an individual employee can get an overview of their performance and go into granular detail. 

You’ll notice in the screenshot of the dashboard there are suggestions for the employee from their Mesh Maven. This makes the data more actionable and helps your employee take the appropriate next step.

For example:

5. Manager Performance Dashboard — How are my managers performing? Are they being effective managers?

Managers have to perform too and since they have a tremendous impact on the performance of their team, their metrics are something you’ll want to keep an eye on.

Within Mesh, you can filter through performance data to see how managers are performing for goal completion, competencies, 1:1 completion, performance reviews, and more. 

6. Engagement & Employee Sentiment Performance Dashboard — What's making employees unhappy?

When people are engaged at work, they’re more likely to perform at their best. And part of the performance puzzle is knowing what’s positively and negatively impacting performance. 

That’s why this employee performance dashboard is focused on employee sentiment.

There’s even an option to look at how employees respond to surveys and what their performance metrics are. 

So you can see if high performers are disengaged or engaged, you can see if there’s a shared concern among certain types of performers, and you can see what characteristics increase or decrease engagement metrics. 

See the image below for an example:

7. Employee Competencies Performance Dashboard

How are you and your employees measuring up when it comes to development of core competencies? 

It’s yet another piece of the performance puzzle and if you don’t track it, you’re missing out on measuring effectiveness of employee training and continuous feedback. 

Managers can use the data to inform 1:1 conversations as well and better support employee development. 

With Mesh’s continuous performance management dashboard you can see how each employee has scored on their core competencies and whether they’re progressing on them. You can also see how feedback and praise has fed into those scores.

The above dashboard is part of the team overview dashboard but you can also open up a competency specific dashboard as seen below:

And you can open up each team member's competencies and see what needs attention and what’s being achieved.

Want to know how your company’s competencies are being developed over time with the help of an employee performance dashboard? Sign up for a personalized demo of the Mesh platform here.

8. Employee Goals Performance Dashboard — Are employees making progress toward goals as they should?

Another employee performance dashboard through the Mesh AI platform is one that shows goal progress. You can look at goals in progress and past goal performance to understand trends and spot what teams are performing best. 

It also allows you to spot goals which may be in trouble but which you can save if you act fast. See in the dashboard above how one goal is at risk? A manager would be able to spot that on the dashboard and address it with their employee. 

HR can also look at company wide goals as seen below:

9. Micro-Level "Initiative" Tracking Dashboard

‘Initiatives’ are the actions you would take to achieve your goals. It can be helpful to track them in a dashboard and see everything that needs to be accomplished in a given timeframe.

With Mesh, you can filter through initiatives related to goals, 1:1s, and competencies for a full overview. 

10. 1:1 Tracking Dashboard — Are manager's doing 1:1s? What happens in them?

One of Mesh’s many employee performance dashboards can provide aggregate insights on the prevalence, quality, and outcomes of 1:1s across the organization.

You can look at it from an individual, team, or company view. The metrics will show you what themes are discussed most including performance, growth, and collaboration. 

They will also show overall satisfaction with the 1:1 process and how effective the manager is during that time.

11. Peer to Peer Feedback Dashboard — Are your employees giving feedback? What does it say?

As an employee, it’s invaluable to have one place where you can see all of your feedback, good and bad. 

You can track how much you’ve gotten over a set of time, see what’s been shared with you, what you’ve shared with others and what’s pending or been requested. 

These performance metrics can help you continuously improve your own performance and drive the performance of others. 

The Most Important Employee Performance Dashboard KPIs to Track

Listed below are some of the key performance indicators Mesh measures and we recommend any HR or People team track:

• Goal completion rates and progress
• Progress Distribution
• Goal distribution
• Number of goal check-ins
• Demographics influencing goal metrics
• Competency achievement
• Peer feedback scores
• Manager feedback scores
• Team performance scores
• Feedback percentages

FAQs — Your Questions About Performance Dashboards Answered

How do I create a performance dashboard?

You can use a ready-built Performance Enablement platform like Mesh. 

The platform itself will collect, hold and analyze performance data from the entire organization. It will then present that information to you through a series of dashboards broken down by specific performance indicators such as goals, feedback, initiatives, and more. 

Plus, you’ll be able to see performance metrics for “my goals” “my team” and “my company”. 

It’s a streamlined way of getting an employee performance dashboard that can immediately inform your People strategy. 

Get a personalized demo of the Mesh product here.

Best Practices for Using Employee Performance Dashboards

Here are some best practices for using employee performance dashboards:

1. Use the dashboard to foster a culture of openness, where feedback is constructive and performance discussions are a regular part of the workflow.
2. Empower employees to access their own performance data, fostering self-awareness and proactive behavior towards personal improvement.
3. Use the data to identify training needs and career development opportunities.
4. Use the data to give unbiased, performance based promotions, rewards, bonuses, and other incentives
5. Use the data to make hiring decisions that fill skills gaps and will elevate team and company performance.
6. Don't rely on actions and teaching—use automated performance management systems and nudges.

Steps to Implement an Employee Performance Dashboard

1. Define objectives: Clearly define what you want to achieve with the dashboard.
2. Gather requirements: Consult with stakeholders to understand their needs and expectations.
3. Select a platform: Choose a software solution like Mesh that meets your requirements for data collected, security, and user experience.
4. Launch and train: Introduce the dashboard to your organization and train them on how to read and use the data (as well as the platform itself).