Episode 018: Performance Management — Performance Evaluation for Teams
Key Takeaways:
Evaluating your team’s behaviours and results at the end of the year or at the end of a program, event, or project is key to finding out where they shine and where they need development.
Using an evaluation scheme that takes into account whether the team member is new, experienced, or at a manager or leadership level, you can use the criteria you’ve set for the behaviours and results you’re expecting from that role to determine whether the person is below, meets, or is above expectations in each area. This type of evaluation scheme is ideal for team members who are on staff. Anyone above expectations is likely ready for a promotion or raise and is able to help others improve. Anyone below expectations needs more training or, if they aren’t improving over time, may need to change roles or be let go from the organization.
360 degree feedback is a great way to get a full view of a team member’s contributions, whether they are on staff or a volunteer. The team member’s manager, peers, direct reports, and “customers” provide an evaluation of the person’s contributions. Agreement on a particular strength or area for improvement is a great indication of where someone can contribute even more or where they could use more training and development.
Remember to make feedback as objective as possible and to ask for feedback soon after the program, event, or project you’re using for the evaluation.
Learn how to motivate your team with from the outside with extrinsic rewards and from within with intrinsic rewards.