Gabriela DostálováAccount and Process Director| Market Vision s.r.o.Praha 10, Czechia
Hi everyone, I was given the task to check the effective functioning of teams with the leaders of individual teams. Don't you have any proven tips or procedures on how to proceed in this task? It seems to me that there is a very thin line between control and streamlining, and I would not like to cross it. Tips for any literature are also welcome! Saving Changes...
Well here you go few of the KPI’s for a team members performance are listed below:
1. Job Knowledge: Demonstrates knowledge and understanding of job-related methods, techniques and policies.
2. Quantity of achieved work: Volume of work based upon job requirements.
3. Quality of achieved work: The accuracy and thorough-ness with which employee meets job requirements.
4. Cost effectiveness: Seeks out and implements cost saving ideas, methods and techniques.
5. Interpersonal skills: Disposition, tact, enthusiasm, cooperative attitude, ability to effectively work with others.
6. Problem solving & decision making: Ability to identify, analyse and solve work problems, handle difficulties, assess and control risks, response to and control of sudden process changes and taking appropriate decisions.
7. Communications: Expresses thoughts clearly, concisely and accurately, orally and in writing.
8. Time Management: Ability of the individual to effectively use available work time.
9. Planning & Controlling: Ability to develop logical course of action and follow through to monitor accomplishments of objectives.
10. Security: Handles confidential information appropriately and exercises care in safeguarding proprietary information.
Normally I’d go with a scale of 1-5 in an ascending order of rating & ranking each member to share insights about their performance improvement plans.
#saaa Saving Changes...
Peter RapinSubject Matter Expect; Project Delivery| Independent ConsultantOntario, Canada
I have looked at this issue somewhat in reverse. A team operates within a range of effectiveness from functional to dysfunctional.
Signs of team dysfunctionality:
1. Communication breakdown (or lack thereof). Communications includes listening!
2. Absence of trust – assuming negative intensions in others
3. Unresolved conflict – animosity between teams and team members, personalities
4. Exodus of talent – transfers and quits
5. Withdrawal – not invested in the process or results, non-project related activities
6. Becoming too comfortable – country club setting, taking easy route to consensus
7. Lack of decision making – passing the buck, hurry up and wait
8. Tattling – deflecting blame, gossip, brown-nosing
9. Blame and lack of responsibility – defensive behavior, finger pointing
10. Silos – individual goals/objectives, refusing to share, [mine, mine, mine].
11. Avoidance of vulnerability – not forthcoming, lack of self-confidence
12. Workload imbalance – selfishness, excessive hours, not sharing information
13. Scapegoating – establishing who is to blame! Its John’s fault!
14. Subgroups – cliques within the team, sometimes secretive, sometimes based on friendship
15. Fixating on problems – rather than solutions or lessons learned.
You can do a general survey or interview individuals. Saving Changes...
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