Overview
Most construction businesses have a sense of how they're performing, but a sense isn't a system. Without clearly defined goals and consistent tracking, it's easy to miss trends until they've already become problems: morale slipping before anyone named it, safety metrics drifting, sales performance inconsistent with what the numbers need to be.
Structur's scorecard feature, built into Standard Operating Procedures, gives you a structured way to define the key performance indicators (KPIs) that matter most to your business, set measurable targets, and track progress against them over time. Progress is displayed visually with color-coded indicators, green when a goal is being met, red when it's falling short, so you and your team can see the state of performance at a glance.
Scorecards turn vague intentions ("we want to improve safety") into measurable goals ("zero recordable incidents per quarter") with a system for tracking whether you're actually getting there.
Understanding Scorecards
What It Does
Structur's scorecard feature allows you to:
Create scorecards inside your Standard Operating Procedures to track any key performance indicator relevant to your business
Define goals for each scorecard, including a name, goal type, target amount, and tracking frequency
Choose from three goal types, number-based, currency-based, and percentage-based, to match the metric you're tracking
Set a tracking frequency weekly, monthly, or quarterly, that matches the natural rhythm of each metric. Enter this requirements in the description area.
Enter performance data over time to track progress against each goal
View visual progress indicators, color-coded green for goals being met and red for goals falling short, so performance is immediately visible
Track multiple goals on a single scorecard to build a comprehensive performance dashboard for any area of your business
When to Use It
Scorecards are most valuable when you need to track performance consistently over time:
Company morale and culture - measure team satisfaction and engagement trends before they become retention problems
Employee satisfaction - track how your team feels about safety protocols, training, management, or working conditions
Safety performance - monitor safety records, incident rates, near-miss reporting, and compliance metrics
Sales and preconstruction performance - track lead volume, conversion rates, proposal win rates, or revenue targets
Financial performance - monitor margins, budget variances, or revenue growth against targets
Any KPI that matters to your business - if it drives results, it should be measured
Step-by-Step Instructions
1. Navigate to Standard Operating Procedures
From your Structur dashboard, click on the Company Operations menu
Navigate into the Standard Operating Procedures area
This is where your company's SOPs, procedures, and operational tools, including scorecards, are stored.
2. Navigate to the Right Department
Within the SOPs area, select the department relevant to the area the scorecard is tracking
Examples:
A safety performance scorecard → Safety department
An employee satisfaction scorecard → Human Resources department
A sales performance scorecard → Sales / Preconstruction department
A financial performance scorecard → Finance / Operations department
Placing the scorecard in the relevant department keeps it visible alongside the related procedures and context.
3. Add a New Page
Once you're in the correct department, click New Page
Insert the page name and set privacy settings
4. Create "Scorecard" Content
From the new page created, click on New Element to add the Scorecard content type
Select New Scorecard
Give the new content type a title
5. Give Your Scorecard a Clear Title
Enter a clear, concise title that accurately reflects what the scorecard is tracking.
Examples:
"Safety Satisfaction Scorecard"
"Q4 Sales Performance"
"Monthly Employee Satisfaction Tracker"
"Gross Margin Performance Scorecard"
"Lead Conversion Scorecard"
6. Open Goal Management
Click the Manage Goals button to begin adding the specific goals you want to track on this scorecard
7. Add Goal Details
For each goal, define:
Goal Name - a descriptive name that clearly identifies what is being measured. For example: "Employee Satisfaction with Safety Training," "Monthly Revenue Target," or "Recordable Incident Rate."
Goal Type - choose the type that matches the metric:
Number-based - for goals measured by a count or quantity (e.g., number of safety incidents, number of leads, number of completed projects)
Currency-based - for goals measured in dollar amounts (e.g., monthly revenue, gross profit, budget variance)
Percentage-based - for goals measured as a percentage (e.g., proposal win rate, budget adherence percentage, employee satisfaction score)
Goal Amount - the target value you're aiming to hit for this goal (the benchmark that defines success)
8. Add Multiple Goals
Repeat Step 7 to add as many goals as the scorecard needs
Group related metrics on the same scorecard to create a comprehensive view of a single performance area
For example, a Safety Scorecard might include: Recordable Incident Rate (number), Safety Training Completion Rate (percentage), and Near-Miss Reports Submitted (number), all on the same scorecard.
9. Start Tracking Progress
Once goals are defined, begin entering performance data at the frequency you set
Structur displays progress visually using color-coded indicators:
Green - the goal is being met or exceeded
Red - performance is falling short of the target
Review the scorecard at your tracking cadence, weekly, monthly, or quarterly to stay current on where performance stands
Best Practices
Start with three to five goals per scorecard, not twenty - A scorecard tracking too many things at once loses focus. Identify the metrics that most directly indicate whether your business is performing the way it should, and start there. You can always add more over time.
Choose the right tracking frequency for each goal - Don't track everything weekly just because you can. Fast-moving operational metrics (lead volume, active projects) benefit from weekly tracking. Financial and satisfaction metrics typically work better monthly or quarterly.
Set goals that are specific and measurable - "Improve safety" is not a goal a scorecard can track. "Zero recordable incidents per month" is. Every goal should have a number attached to it.
Review scorecards consistently - not just when things seem off - The value of a scorecard compounds over time. Regular, consistent review builds the baseline you need to recognize when a trend is emerging before it becomes a crisis.
Place scorecards where the relevant team members can see them - A safety scorecard buried in an admin department won't create the accountability a safety scorecard should. Put it where the team it's meant to inform will encounter it.
Use scorecards to drive conversations, not just reports - The most powerful use of a scorecard isn't generating a number, it's creating a structured conversation. Review scorecard results in team meetings. Name what's green, name what's red, and decide what to do about it.
Common Questions
Q: Where do scorecards live in Structur?
A: Scorecards are created and stored inside Standard Operating Procedures in Structur, within the department structure you've set up for your company's operations. They sit alongside related SOPs, procedures, and documentation.
Q: What goal types are available?
A: Three types: number-based (for goals measured by count or quantity), currency-based (for goals measured in dollars), and percentage-based (for goals measured as a percentage). Choose the type that matches how the metric is naturally expressed.
Q: How often do I need to enter data?
A: Data is entered at the frequency you set when creating each goal, weekly, monthly, or quarterly. The tracking frequency should match the natural rhythm of the metric. A lead volume goal might be tracked weekly; a gross margin goal might be tracked monthly.
Q: What do the color-coded indicators mean?
A: Green means the goal is being met or exceeded. Red means performance is falling short of the target. These indicators update based on the data you enter and give you an at-a-glance view of where performance stands.
Q: Can I track multiple goals on the same scorecard?
A: Yes. You can add as many goals as needed to a single scorecard. Grouping related goals, for example, several safety metrics on one Safety Scorecard, creates a more comprehensive view of a single performance area than separate one-goal scorecards would.
Q: What kinds of metrics are best suited for scorecards?
A: Any metric you want to improve and are willing to track consistently. Scorecards work well for safety records, employee satisfaction, sales performance, financial margins, project delivery metrics, and any other KPI that drives business results. If it matters, it should be measured.
Common Mistakes to Avoid
❌ Don't | ✅ Do |
Set vague goals like "improve morale" or "do better on safety" | Define specific, measurable goals with a target value: "Zero recordable incidents per month," "85% employee satisfaction score" |
Track too many goals on a single scorecard | Focus on the 3–5 metrics that most directly indicate performance; add more over time as the habit builds |
Choose a tracking frequency that doesn't match the metric | Match frequency to the natural rhythm of the metric, weekly for fast-moving data, quarterly for strategic KPIs |
Enter data sporadically | Review and update scorecards on a consistent schedule, consistency is what makes trend data meaningful |
Store scorecards where the relevant team can't find them | Place each scorecard in the department where the team it's meant to inform will naturally encounter it |
Use scorecards as a report that no one discusses | Use scorecard results as the foundation for regular team conversations about what's working and what needs attention |