Evaluating your team’s performance is a very important skill in any business, in the sense in that we’re not talking about external factors that contribute to success. Â This is the team you put together and it’s valuable to periodically assess how the team is performing.
In the world of training, this applies as well. Â Training managers have to assess the results of their organizational learning strategy, and to do that, they need to objectively examine how their employees are grasping the information they are learning, and to what extent they they are applying that information effectively in their daily tasks.
So with that said, here are 5 points to consider during the team performance evaluation.
Are you an able leader?
Your functioning as an able leader must be evaluated initially because your team’s performance is a reflection of your own. If you have an underperforming team, they can’t be entirely blamed especially – perhaps the training strategy isn’t working. Probably, the manager doesn’t have the ability to manage his/her own people efficiently owing to poor training skills. If that is the case, it’s high time to reassess the role of a trainer and work accordingly.
Do you have a good cohesive team in the first place?
In the corporate world, the term “team” most of the time doesn’t actually fit the meaning for which it was intended to. They are rather separated as individuals who perform their roles independently without getting the mutual consent of their colleagues in any sensitive issue. The representatives of the team no longer hold any responsibility for their duties, and always want the leader to take the mantle for them. These teams are in no way close to the cohesive football, army, and baseball teams whose strengths have been their strong team spirit.
So, now for the important question, are you evaluating your team on the whole or as individuals? An answer to this question will open up your evaluation procedures and help to make amendments where it is essential.
Are you biased?Â
Being biased isn’t a sin for the world is riding on these schemes which am afraid comes out of nowhere. After all, being biased is driven by a set of our own unique experiences which we have encountered to understand this puzzling world. But being a manager, you need to follow a set of strict HR rules that would greatly help your cause during evaluation procedures. From terms like Recency error to halo effect and horn effect, knowing them would alleviate your burdensome act of being unbiased.
Every team’s performance assessment is subjective
Keeping up with the definition of assessments being subjective and judgmental which is entirely based on one’s own opinion, we, the business leaders try to make those assessments completely quantitative and objective. By doing so, we lose the ability to over look someone’s behavior which is greatly showing up with the team’s performance. So, one has to figure out the way to make up one’s own mind to look beyond a resource’s imperfections and help to motivate him/her to take the entire team a step forward.
Sticking to one’s goals
Every team sets few goals and are striving hard to reach them in the stipulated time frame. The entire evaluation program is being done with keeping the end result in mind – the goal. So, always be sure that these assessments support the results that are being desired by the team on the whole. While assessing one must never lose sight of the goal of the entire team.
So, keeping in mind the team’s performance, few closing thoughts of mine would be to always set clear expectations for your team members, strict adherence to core values, rewarding and encouraging, the last two of which are very essential to take the team to great heights. Above all, consider yourself as one among the team breaking the shackles of a stringent manager and thereby help your team during tough challenges lying ahead. For that, you the manager has to be equipped and ready to build the team you desire which would give you the name and fame later on.It will help you big time to play a proficient role big time.
