Tag: Performance Management

Evaluating Performance in Your Team

Evaluating Performance in Your Team

A Performance Management system is only as good as its evaluation process. It is not enough to implement an effective program that covers all the basics, but you must be able to measure its success via assessments and performance reviews. This will in turn allow you to see where modifications need to take place.

Assessments

There are a variety of assessments that can be utilized to determine skill, knowledge, and ability. These assessments can be administered when the individual is a prospective team member or an actual team member.

Types of Assessments

Pre-Screening: A Pre-Screening Assessment can be used to find out information on a prospective team member’s skills and knowledge before committing to hire them and this can save the team costly mistakes down the road.

360-Degree Review: As its name implies, this type of assessment takes a comprehensive look at a team member with regard to their work performance. This information can be attained by involving a diverse pool of individuals, with varying levels of interaction with the team member (e.g. supervisor, peers, clients, etc.)

Knowledge: This type of assessment generally takes on a questionnaire format. It allows the team leader to ask specific questions on topics relating to the business, usually in the form of multiple choice questions.

Performance Reviews

While each company has its own ideas of what a performance review should include, here are steps that should be taken with regard to all performance reviews:

  • Preparation: Both the team leader and team member must be adequately groomed for the review. This may involve reviewing any notes, engaging in a one-on-one discussion with the team member beforehand or simply making the team member aware of the review in advance.
  • Prioritize the meeting: To show the team member that this review is a top priority, there should be a formal agenda that is adhered to. There should also be as few interruptions as possible.
  • Encourage positivity: When speaking to the team member, invoke positive responses by communicating in a positive manner.
  • Clarity: Be sure the purpose of the meeting is clear from the beginning.
  • Expectations: Review the job description, why it is needed, and the standards of performance.
  • Explain team member’s performance: Discuss the team member’s actual performance, whether it fell below, met or exceeded expectations. Give specific examples.
  • Team Member feedback: Allow the team member to express their concerns or suggestions.
  • Goal-setting: Discuss goals for areas that require improvement. If there are no “areas for improvement”, create goals to enhance the knowledge and skills of the team member for personal development as well as bettering the team as a whole.
  • Follow-up: Determine the appropriate method and or time for follow-up.
  • Closing: The meeting should end positively. Review the contributions the team member is making to the team. Inform the team member that you are willing to help in any way necessary.

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Managing Performance in Your Team

Managing Performance in Your Team

Performance management goes hand in hand with talent management. This method can focus on the company, divisions, procedures, or individuals. It provides people with the tools that they need to meet their personal goals and the goals of the team. Performance management is essential to any talent management program.

Performance Management Defined

Team performance management demands communication. Managers must set strategic performance standards for each position. They do this by defining employee jobs and the tasks that accompany each job. These standards need to include personal performance goals that align with team goals. The goals make it clear when performance is and is not acceptable. Team leaders communicate whether or not performance is acceptable with performance appraisals. These appraisals are aligned with performance measurement systems.

Performance Measurements:

  • Mission: This is the overall mission of the team based on strategic planning. For example, increase sales by 10 percent in two years.
  • Process: The steps taken to reach a goal. An example would be developing a new product.
  • Critical Performance: These are the internal subsystems that can include programs, products, projects, and teams.
  • Individual Performance: Performance of team members are appraised periodically to enhance performance.

Benefits

Performance management provides numerous benefits to the company, managers, and employees. Each team will have its own set of benefits, but there are a few main benefits of performance management.

Benefits:

  • Looks at the big picture to determine actions.
  • Aligns actions to team goals.
  • Examines results instead of team member’s activities.
  • Produces specific measurements.
  • Standardizes employee expectations and treatment.

How to Keep Your Team Motivated

Team members who are motivated, perform better. Effective team leaders understand that motivation is part of their job. There is not a single method for motivating team members. Each team member  is different, and leaders need to meet the needs of individuals.

Motivating Tips:

  • Lead by example: Unmotivated team leaders cannot motivate others.
  • Meet with individuals: Communicate with team members directly and discover what motivates them.
  • Reward employees: Reward performance and make sure that the rewards align with employee motivations.
  • Delegate: Grant responsibility to team members and allow them to perform tasks without interference.
  • Inform: Let the team members know how they are making a difference in the organization.
  • Celebrate: Observe achievements and celebrate with the team.

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How to Create a Performance Plan for Your Team

How to Create a Performance Plan for Your Team

Performance Management is an important and strategic approach to ensuring the efficiency and effectiveness of a team. It is used as a way of measuring whether the team is meeting its goals. Creating a performance plan forms an essential part of performance management. The performance plan is a strategic plan for each member of the team to follow in order to become high performing team members. A performance plan should be created for every member of the team as there is always room for improvement.

Establish Goals

Setting up goals for the team and individual team members forms a vital part of the performance plan. Make sure the goals reflect the needs of the team as well as the team members. Establish whether the team members have the tools and skills to reach the goals. Provide them with the right tools and training where required.

Related: Goal Setting Outcome Based Team Building Activities

Determine the Desired Results

The results of a performance plan are what the team is expected to achieve. These desired results should be made clear in the performance plan. The team members should be aware of them and know that they are responsible for achieving the desired results. The ability or inability to meet the desired results is what determines the level of performance. Those team members who do not meet the desired results should receive coaching in that area.

Prioritize the Goals

Your team members need to know which goals to focus on first. Prioritize your goals so that the team can focus on the top three goals. It is vital that the goals given priority align with the team vision. Do not make nonessential goals a priority and make sure goals do not conflict with each other.

Measure Performance

For a performance plan to be successful, performance must be measurable. Measuring performance is not always easy as some tasks may be subjective. Fair standards and measurement should be established for each position in the team. To help with this, you can consult previously established requirements and competencies.

Evaluating Performance

Evaluate team members by comparing the measurements against performance. In the evaluation report, you should include whether or not the team member achieved the goals and met desired expectations. It is essential to meet with the team members on a regular basis to evaluate their performance. Use the information gathered throughout the performance plan to help and guide the members of your team.

 

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