Alexandre CostaScrum Master| Integer Consulting - Pictet technologiesLoures, Portugal
Do you think by fact the team is virtual affects the evaluation policies?
What are the risks arising from remote assessment?
How can these risks be mitigated?
What is the best way to individually evaluate the performance of each team member? Saving Changes...
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Lily MurariuResearch Council Officer Program Advisor| National Research Council CanadaCantley, Quebec, Canada
Hi Alexandre,
Evaluation and assessment can be done virtually and in person as long as the right controls are put in place. From my experience I suggest these controls are incorporated in the initial work description (for employee), or in the initial statement of work (for consulting companies). These can include: periodical calls, periodical status reports, draft assessments sent in advance for input / feedback, etc.
Mitigating the risks will include a risk exercise that should be conducted in advance for identifying the risk, and finding the mitigation actions, that should again be added to the performance evaluation (for employee and for consultants).
I hope this helps, Alexandre. Best regards,
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1 reply by Alexandre Costa
Sep 08, 2019 10:24 AM
Alexandre Costa
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Very enlightening, thanks for the feedback @Lily
Saving Changes...
Alexandre CostaScrum Master| Integer Consulting - Pictet technologiesLoures, Portugal
Sep 08, 2019 10:01 AM
Replying to Lily Murariu
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Hi Alexandre,
Evaluation and assessment can be done virtually and in person as long as the right controls are put in place. From my experience I suggest these controls are incorporated in the initial work description (for employee), or in the initial statement of work (for consulting companies). These can include: periodical calls, periodical status reports, draft assessments sent in advance for input / feedback, etc.
Mitigating the risks will include a risk exercise that should be conducted in advance for identifying the risk, and finding the mitigation actions, that should again be added to the performance evaluation (for employee and for consultants).
I hope this helps, Alexandre. Best regards,
Very enlightening, thanks for the feedback @Lily Saving Changes...
Sergio Luis ConteHelping to create solutions for everyone| Worldwide based OrganizationsBuenos Aires, Argentina
You posted and interesting question but, what does meant "assessment virtual teams"? Are you talking about individual performance assessment?
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1 reply by Alexandre Costa
Sep 08, 2019 11:11 AM
Alexandre Costa
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Maybe I wasn't to clear, i was focused more in the individual assessment. I think that the achieved milestones in budget and schedule, the performance baseline of the project and final result acceptance, are for themselves indicators of the project team assessment, aside from other factors that could affect the performance of the project.
Saving Changes...
Alexandre CostaScrum Master| Integer Consulting - Pictet technologiesLoures, Portugal
Sep 08, 2019 10:30 AM
Replying to Sergio Luis Conte
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You posted and interesting question but, what does meant "assessment virtual teams"? Are you talking about individual performance assessment?
Maybe I wasn't to clear, i was focused more in the individual assessment. I think that the achieved milestones in budget and schedule, the performance baseline of the project and final result acceptance, are for themselves indicators of the project team assessment, aside from other factors that could affect the performance of the project. Saving Changes...
It is a bit limiting because you are unable to do MBWA (Management By Walking Around). You can assess the quality and timeliness of their assigned duties, however it can be more difficult to assess other things like their overall engagement. Whenever you engage with them virtually, they are essentially on stage, and you don't get to see them off stage.
When I am co-located with people, with some team members there is always a line at their desk of people needing to talk to them, they are constantly moving from one meeting to the next, they are both trying to talk to me and continue the IM I interrupted while they were doing a 3rd task, and they are always in the middle of things. With others, you are constantly interrupting some personal activity or break.
One could say that their project execution is all that matters to the team, but to me there feels like there is an aspect of emotional intelligence that is harder to achieve. Saving Changes...
DORA LUZ MejiaCEO| IT ExploreEnvigado, Antioquia, Colombia
using SMART goals and tracking based on the evidences of achieving the goals. It is convinient to have a tracking performance system with all the process, milestones , achievements and feedback that both the manager and the team member are able to update, inquity and tracking
I think that it is important to have some phisical presence, at least once quarter to visit the offshore and nearshore places and to talk drinking a cofee together.
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1 reply by Keith Novak
Sep 09, 2019 3:09 PM
Keith Novak
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I have struggled using SMART goals my entire career. Measurable is a lot easier when you look at a project's aggregate metrics than an individual's. When you have a predictable and repeatable job, that is one thing. When your job is to be whatever you need to be on a given day, that's another entirely.
I remember early in my career as a technical SME where I mostly helped other people address detail level problems and discussing with my manager, "Can you tell me how many unexpected problems I'm going to address this year? If not than how shall we document it in my goals for the year."
using SMART goals and tracking based on the evidences of achieving the goals. It is convinient to have a tracking performance system with all the process, milestones , achievements and feedback that both the manager and the team member are able to update, inquity and tracking
I think that it is important to have some phisical presence, at least once quarter to visit the offshore and nearshore places and to talk drinking a cofee together.
I have struggled using SMART goals my entire career. Measurable is a lot easier when you look at a project's aggregate metrics than an individual's. When you have a predictable and repeatable job, that is one thing. When your job is to be whatever you need to be on a given day, that's another entirely.
I remember early in my career as a technical SME where I mostly helped other people address detail level problems and discussing with my manager, "Can you tell me how many unexpected problems I'm going to address this year? If not than how shall we document it in my goals for the year." Saving Changes...
