Please share some good references for creating a weekly work summary report of team members. What can be the key metrics that we consider to present ? This is typically for IT software dev team. Saving Changes...
It is basically to measure the work performance of team members. We normally present the project status report but never had a way to measure the performance.
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2 replies by Kiron Bondale and Sergio Luis Conte
Apr 16, 2020 10:46 AM
Kiron Bondale
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What is performance? Is it how many work items a team member completes? Is it quality? Is it "how" the work is being done? Is it what their other team members, customers or stakeholders think about them?
Are you trying to incent individual or team behaviors? If the latter, then look for team-level metrics rather than individual ones otherwise you may encourage individual, competitive behavior.
Kiron
Apr 16, 2020 10:51 AM
Sergio Luis Conte
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This is the worst thing you can do, believe me. You are buying a problem instead a solution. But, the key question is: which is the strategical reason behind that?. In my actual work place because the complexity and the governance model each people must put their work time each week on a work sheet that is created inside a corporate tool. Additional we have other place where each month we request some data from our clients related to evaluate the satisfaction. No matter both things no data about work performance is published becuase a headache is getting in that case for lot of reasons that you can put between deal with union to personal behavor management.
It is basically to measure the work performance of team members. We normally present the project status report but never had a way to measure the performance.
What is performance? Is it how many work items a team member completes? Is it quality? Is it "how" the work is being done? Is it what their other team members, customers or stakeholders think about them?
Are you trying to incent individual or team behaviors? If the latter, then look for team-level metrics rather than individual ones otherwise you may encourage individual, competitive behavior.
Kiron Saving Changes...
Sergio Luis ConteHelping to create solutions for everyone| Worldwide based OrganizationsBuenos Aires, Argentina
Apr 16, 2020 10:33 AM
Replying to Nahid Ahmed Mansuri
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It is basically to measure the work performance of team members. We normally present the project status report but never had a way to measure the performance.
This is the worst thing you can do, believe me. You are buying a problem instead a solution. But, the key question is: which is the strategical reason behind that?. In my actual work place because the complexity and the governance model each people must put their work time each week on a work sheet that is created inside a corporate tool. Additional we have other place where each month we request some data from our clients related to evaluate the satisfaction. No matter both things no data about work performance is published becuase a headache is getting in that case for lot of reasons that you can put between deal with union to personal behavor management. Saving Changes...
Very interesting observations guys. Our intention is to not publish the reports publicly for higher management or stakeholders to review. The goal is to motivate the individual by providing certain parameters of performance they should be mindful of and strive to achieve them. The report will be within a team and only between the team member and his/her reporting manager.
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3 replies by Milena Ilieva, Riad Alhammoud, and Sergio Luis Conte
Apr 16, 2020 2:46 PM
Riad Alhammoud
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Dear Nahid,
Beside the very useful inputs from Keron and Sergio. I would say that it depends on the project requirements and management. I used to work in some projects where no use for the weekly report, on the contrary,with other projects where top management was using these report to check the performance and fix the issues. Based on my experience, simple report shows the status of the scope of work and schedule and cost and identified risk will be good particularly if it is in chart forms.
Apr 16, 2020 6:10 PM
Sergio Luis Conte
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Then, the key question here is: will this motivate them? In my personal experience this will demotivate them. "Tell me how you measure me and I'll tell you how I work". But it is my personal experience only. If for some company it works then go ahead. Beyond that, manager is accountable to detect this type of things without need of formal meassurements.
Apr 17, 2020 11:00 AM
Milena Ilieva
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If it is only for internal use with the aim is to motivate the people and boost the performance, you can discuss and agree on the metrics with the team - you can have a brainstorming session, where the team itself agree how and what to measure. Then the team will not take it on negative side. After a while, you can review and adjust the metrics to such which are better.
Saving Changes...
Riad AlhammoudProject management| LanganAbu Dhabi, United Arab Emirates
Apr 16, 2020 1:03 PM
Replying to Nahid Ahmed Mansuri
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Very interesting observations guys. Our intention is to not publish the reports publicly for higher management or stakeholders to review. The goal is to motivate the individual by providing certain parameters of performance they should be mindful of and strive to achieve them. The report will be within a team and only between the team member and his/her reporting manager.
Dear Nahid,
Beside the very useful inputs from Keron and Sergio. I would say that it depends on the project requirements and management. I used to work in some projects where no use for the weekly report, on the contrary,with other projects where top management was using these report to check the performance and fix the issues. Based on my experience, simple report shows the status of the scope of work and schedule and cost and identified risk will be good particularly if it is in chart forms. Saving Changes...
Sergio Luis ConteHelping to create solutions for everyone| Worldwide based OrganizationsBuenos Aires, Argentina
Apr 16, 2020 1:03 PM
Replying to Nahid Ahmed Mansuri
...
Very interesting observations guys. Our intention is to not publish the reports publicly for higher management or stakeholders to review. The goal is to motivate the individual by providing certain parameters of performance they should be mindful of and strive to achieve them. The report will be within a team and only between the team member and his/her reporting manager.
Then, the key question here is: will this motivate them? In my personal experience this will demotivate them. "Tell me how you measure me and I'll tell you how I work". But it is my personal experience only. If for some company it works then go ahead. Beyond that, manager is accountable to detect this type of things without need of formal meassurements. Saving Changes...
If the individual is part of a team, and team-work represents the majority or all of the work they do, then performance should be measured at the team level, and evaluation of individual performance should include feedback from their team members.
If there are specific objectives or deliverables which the individual is expected to complete by themselves, those could certainly be identified within a performance evaluation plan between them and their manager with the acceptance criteria (e.g. quality measures, expected completion time frame) clearly identified and agreed to by both. Saving Changes...
Milena IlievaProgram Manager Global accounts| VMWareVienna, Austria
Apr 16, 2020 1:03 PM
Replying to Nahid Ahmed Mansuri
...
Very interesting observations guys. Our intention is to not publish the reports publicly for higher management or stakeholders to review. The goal is to motivate the individual by providing certain parameters of performance they should be mindful of and strive to achieve them. The report will be within a team and only between the team member and his/her reporting manager.
If it is only for internal use with the aim is to motivate the people and boost the performance, you can discuss and agree on the metrics with the team - you can have a brainstorming session, where the team itself agree how and what to measure. Then the team will not take it on negative side. After a while, you can review and adjust the metrics to such which are better. Saving Changes...
