Staff Performance Appraisal: A Guide on Evaluating Team Effort

Author ProFlow Learning Centre, 24 days ago |

Managers depend on the company’s feedback system to help employees perform at their best. But to further motivate employees to achieve maximum productivity, managers also need functional staff performance appraisal and management system in place. 

Performance reviews are very useful ways to get feedback from employees. It also provides managers with a good opportunity to aid in their development. Always remember that productive employees make up great teams. 

Staff Performance Appraisal

A Manager’s Guide on Staff Performance Appraisal

Evaluating teams may not be the same as evaluating individuals. Here are some of the key factors that managers must carefully consider when evaluating teams. These points can serve as a good basis for the next staff performance appraisal. 

Competence

Managers choose certain employees to join a team based on their competence. By definition, a team is a group of individuals who contributes to a single objective. Therefore, when assessing teams, each member must be evaluated based on how their contribution impacts the group. 

Competence also refers to the skill set of each team member and how one uses it to solve the issues that they encounter. Although managers assess the performance of the whole team, going into the finer details will help them see the bigger picture. 

Leadership 

Team members have shared responsibilities. Therefore, managers may assess team members based on their respective roles. Some team members may exhibit leadership skills that are worth recognising. There may also be some who act as facilitators or coaches for the team, and they are the ones who are likely to possess leadership skills. 

Team leaders are supposed to be the ones who help solve problems and remove roadblocks. They should also be good at organising and planning, which can help the team achieve its goals faster. But more importantly, team leaders are the ones the members look up to. Members count on them to establish and promote the norms for the team.

Communication

Team members must possess active listening skills. But more than just active listening, they should also clearly communicate their ideas to the team. This is why communication is very important. A good idea is useless if it is not properly executed. Team members should know how to convey their ideas and possibly convince other people to buy-in. 

However, communication isn’t just verbal. There are many other modes of communication used within the organisation and teams must use the right verbiage for each. For example, teams need to use formal language when creating reports but may use everyday words when coaching or training a new employee.  

Focus

For teams to quickly achieve their goals, they have to stay focused. Results-driven teams tend to work hard to deliver what is required of them regardless of new and existing issues. They also resolve conflicts on their own.

Managers must assess teams based on how they avoid getting affected by minor details and personal issues. They must also know how each member of the team encourages one another so that everyone stays focused on achieving overarching goals.

Reliability

Managers should be able to rely on their teams to deliver results. The success of the team depends on how fast it delivers whatever is expected of them. However, that’s not going to happen unless each team member trusts each other. 

If all members of the team trust each other, then they’ll work seamlessly together. That’s how a manager can count on its team to deliver. However, trust can only be achieved through honesty, consistency, respect and open communication. Team members may not like each other personally but they have to trust and respect each other to accomplish tasks. 

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Commitment

Team members should understand and accept the responsibilities assigned to them. But more importantly, they should implement the decisions agreed upon by the entire team. This means that each team member must be willing to do some sacrifices for the sake of the team’s success. 

Each member should think of how the team will succeed and contribute to the cause in any way they can. They can start by providing good suggestions and some creative ideas. All members of the team must be fully involved and interested in everyone’s success.

Collaboration

Collaboration is important within teams because it means open sharing of information. Managers should encourage team members to share their ideas and listen to the suggestions of others. 

That is how teams collaborate with each other to achieve the best possible results. Managers must look into how each team member can contribute. Teams must always work toward finding the best possible solution to the problem, which is most likely achieved by combining all the ideas of each team member. 

Goal Setting 

In the modern workplace, employees are allowed to participate in the goal-setting process. Managers should evaluate how much team members understand the importance of setting realistic goals and consistently achieving them. 

Teams must set goals that would challenge but not frustrate them. On the other hand, managers must set the right metrics to accurately monitor the performance of the team when doing staff performance appraisal. Each member must be held accountable for the results.  

Relationship 

Team relationship is very crucial to its success. This factor refers to how the team resolves conflicts within itself. Professional conflicts are welcome but personal skirmishes are not. Teams that don’t respect or trust each other professionally rarely achieve their goals. The problems that block the team’s success have to be addressed as soon as possible. 

Managers must evaluate how team members respect and support each other. Team members must use tact when providing feedback. The feedback shared must always be related to the task at hand. All feedback must be directed on the existing processes or employee behaviours and not on a team member’s personality.  

Professional improvement

Team members must always find ways to develop themselves to improve their competence level. This means that each person must actively seek ways to become better members of the team. It may mean asking for more training and coaching opportunities for individual and team improvement. 

Furthermore, managers must observe whether new team members are willing to reach out to experienced ones and treat them like mentors. Being well-trained members of the team allows them to contribute more. 

Staff Performance Appraisals

Conclusion 

It’s difficult to evaluate an employee’s performance, let alone assess the entire team. When evaluating team performance, try to put extra weight on the factors discussed above. Be sure to review past team performance and compare it to the present output to arrive at an accurate analysis. 

Be clear and honest when giving feedback. Provide concrete examples of what is deemed as the right behaviour and how it is observed in the workplace. But more importantly, managers should choose the right words and be very careful when giving constructive criticism and staff performance appraisal.