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Topics: Leadership, Resource Management
Tips for tracking team performance
Network:1433



What do you find is the best way to track the performance of individual contributors on a team? How do you measure contributions? Do you align with your project schedule? What programs do you use? Thanks!
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I track performance for Individual contributors based the below criteria:

1- Cost & Time
2- Quality
3- Safety
4- Ethics & Behavior

When a certain section is run by an individual, we evaluate if it is running within budget, on time, within the required quality standards, section run in a safe manner (no accidents or injuries) and of course from the day to day interactions, we evaluate the behavior and ethics of the individual which is important as it plays a pivotal role in many ways.

You will rarely find an individual who has a section PERFECTLY run but it is a rating system and there should be a reasonable balance between all four indicators. It is worth mentioning that Quality, Safety & Behavior take a decent percentage of the rating as in construction, there is almost zero tolerance for unsafe behaviors.
Network:791



Kristin -

I'd suggest moving away from individual contribution to team-level contribution using work management approaches such as Kanban. This will help to avoid divisive or unhealthy competitive behaviors.

Kiron
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1 reply by Vincent Guerard
Feb 25, 2018 8:23 PM
Vincent Guerard
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Kiron,

Your right a project is a team effort, we need to evaluate the team. Individual can be improve, evaluating the team is more constructive. Any team members can contribute to improve each individual.
Network:11211



Team performance metrics are better, but often we can't get away from individual performance reviews as they are sometimes mandated by the organization.

One approach I have tried in the past is to "soften" the disparity of individual and team review metrics. There are a few ways to do this. One is to bridge the gap between individual and team terms for each metric, making them more aligned. The second is to reduce the number of negative associated performance metrics on the individual side, and include these more on the team performance side. While the converse is true, place more of the positive performance metrics on the individual side. That way the reports generally show the positive sides of an individual's performance while only alerting the critical negative attributes (if any at all), while highlighting the positive performance attributes of the team, and alerting to any negative metrics with terms such as "areas of improvement" rather than other negative labeling. Lastly, any areas of improvement on the individual or team side must/should be accompanied with an action plan for reducing that negative attribute so that management feel it is under control.
Network:94369



Feb 23, 2018 12:53 PM
Replying to Kiron Bondale
...
Kristin -

I'd suggest moving away from individual contribution to team-level contribution using work management approaches such as Kanban. This will help to avoid divisive or unhealthy competitive behaviors.

Kiron
Kiron,

Your right a project is a team effort, we need to evaluate the team. Individual can be improve, evaluating the team is more constructive. Any team members can contribute to improve each individual.
Network:703



I let team members know up-front on the criteria that will be used to evaluate their performance -- this is important in a matrix organisation where my feedback is only an input to their overall performance process.

I have periodic 1:1 calls with each direct team member and, amongst other things, keep them informed of things they have done well in this criterion set and things they need to improve upon.

For me, the criteria usually cover customer satisfaction, team feedback, quality of deliverables, quality of approach.
Network:1154



I use KPI at team level and if their KPI is green that will make my KPI is also green, we also run absenteeism report, willing to work extra time, support level for new ideas with no or less denial , technical know how, discipline ethics, the level of obedience, response time if I call someone at 03 or 04 am to go to the site for emergency or to stay after hours, the positive response will have more value than negative response, these are most major to check performance, check for pattern if always call sick on Monday
Network:98



They are many methods to track performance of the project by KPI, face-face meeting, performance reporting...etc.
Network:1572



Let them free. Use systemic thinking. Understand the team as a whole and the value it delivers. Team dynamics will adjust the behavior and thinking of team members. Obviously if and only if you have a team.
Network:523



The first step is to establish standard job expectations, short/mid/long term goals and indicators to track them. Specific to project performance, it depends on their role - if they are developers, it 'could be' meeting objectives according to the plan with good quality.

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