When evaluating the performance of employees in teams, there needs to be a clear understanding of what is being evaluated. This process includes clarifying the elements of evaluating, choosing a ranking system, and determining specific aspects of an individual’s or a team’s performance that are being appraised.
Creation Process
Various opinions exist about how to measure, rank, and evaluate performance. A seven step process for creating performance standards for teams, that gives some direction when first deciding on the areas that are to be evaluated, includes the following: (1) reviewing existing organizational measure; (2) defining what is going to measured; (3) identifying individual team member accomplishments that support the team; (4) weighing the accomplishments; (5) developing team and individual performance measures; (6) developing team and individual performance standards; and (7) deciding how to track performance (Zigon, 1998).
To work well, the team must agree on its standards of excellence. Team members and the leader must define and agree upon what the team’s standards of excellence are. The standards of excellence should take several aspects of the team into account. The clarity and appropriateness of team goals and charter are very important. It is also important that the team’s goals link to the organizational goals. The team needs to discuss whether or not and how well the team’s work is being done, and finally analyze how well the members work together as a team (Rees, 1999).
The Term Paper on The features of effective team performance
As the manager of a small team, I work closely with them ensuring that all staff are treated with respect, I encourage them to develop their own skills and knowledge. I encourage them to research any further training they feel they may need to expand their skill set. I believe that I lead by example and that this sets a standard of positive leadership resulting in the staff feeling that that they ...
Several factors need to be considered in developing team standards. The goals and the direction the team will take must be clear to all associates. Team members need to participate in setting performance standards, periodic team performance reviews should be scheduled, and reviews should be conducted by the team leader and then discussed at team meetings (1999).
As discussed later, however, other sources recommend that the entire team participate in the review process rather than just the team leader appraising each member.
Performance Elements
Performance Measures
Each person who is asked to evaluate a member at Johnsonville Foods has to go through a two-hour training session on appraising employees in order to be able to make a qualified judgment. These training sessions usually last two hours and include information on which aspects of work are to be evaluated. It takes a lot of time to provide the examples in training and filling out the evaluation forms afterwards. The training includes video-s and role-plays, so that once training is finished, the evaluators have a good feel for what they are doing. Some members have to fill out six or more evaluation forms (Glaub, 2000).
Ranking Performance
Performance Criteria
For the performance system to be effective, it has to recognize and reward what the organization values. Once the organization agrees on the extend to which each team and individual performance should be measured, and what module to use for the evaluation process (further described in the subsequent section Performance Assessment Approaches), it has to define which areas of the occupation are most valued and need to be ranked. The evaluation of individual contribution to the workplace can include several or all of the following aspects, more aspects can be added if the organization or team deems it necessary:
The Essay on Effectiveness: Communication and Team Members
... organization has to support team members in meeting expected performance outcomes b) Develop and Facilitate Team Cohesion Briefly outline ... ensure team members have input into planning, decision making and operational aspects of work team Explain ... teams within an organization is imperative so that opportunities for improvements may be identified and investigated. The study necessitates an evaluation ...
1. Interpersonal relations – how the team member uses interpersonal skills to maintain good relationships with teammates, managers, other teams, and supportive personal. Also, the level of interdependence, managing skills, and participative decision-making the team member has.
2. Ability to deal with people – how the team member uses problem-solving and analytical skills, conflict resolution, and collaborates and shows collective effort.
3. Team Participation – whether the team member leads and participates constructively, encourages others, and volunteers for various tasks. Likewise, the level of support for the team process, commitment, and leadership the team member contributes.
4. Oral communication – if the team member uses open, honest, and direct communication, and tries to improve communication skills within the team trough giving and receiving feedback.
It can also be taken into account if the team member initiates ideas, participates in planning and goal setting, and accepts change and risk taking. Furthermore, credibility and trust are important, and the work process and procedures, as well as the written communication are part of the individual contribution to the team (Harrington-Mackin, 1994; OPM, 1998).
The evaluation for the team’s performance may be based on the subsequent aspects:
1. Team Mission – each team member knows, understands, and works toward the goal of the team and the company. This aspect also includes level of activity in establishing quality, efficiency, and speed of the team.
2. Clearly defined roles – each team member understands their duties and knows who is responsible for specific issues and tasks.
3. Open and honest communication – the team members provide each other with honest feedback, express their opinions openly, and recognize what each member has to contribute with attention and respect. The team is also resolves conflicts through hearing different points of view.
4. Effective meetings – meetings are planned and each member is prepared and pays full attention. In addition, the team has a facilitator who keeps the meeting focused and moving, minutes are taken, and at the end, an agenda for the next meeting is set, as well as a 1-minute evaluation of the current meeting is conducted.
The Essay on Members Of The Team Leader Work People
A successful leader must have the ability to inspire the members of the team. It is in the best interests of the team and unit if its members are performing to the best of their capabilities. People need to be motivated to work with consistency and enthusiasm. Motivation is the core reason for people to do what they do. The things that motivate people are the rewards at the end. Under bad ...
5. Decision making procedures – the team agrees on how decisions will be made and follows these guidelines.
6. Customer service – the team meets or exceeds customer expectations. At least 50% of the customers -external and internal- are satisfied with the team’s work, however, it should be every team’s goal to satisfy 85% or more of the customers. Other important aspects of the team’s performance are how well the team as a whole knows their work process, the quantity of work, and the quality of work (Harrington-Mackin, 1994; OPM, 1998).
Employees and superiors need to know what is being evaluated and how it is done, in order to make a judgment about performance. Understanding the elements, the ranking system, and the specific aspects of an individual’s or a team’s performance that are being appraised is important for a team to function well and for an organization to be successful.
