Performance evaluation sheetMany organizations struggle with how to tell if their teams are effective. Others who arejust starting teams or have had working teams for some time wonder what type of new orfollow-up training they should provide to the teams in order ensure effectiveness. Bothneeds can be met by developing a method of evaluating the teams.Each team should participate separately in the evaluation process and it would be best ifthe individual members participation is anonymous so members do not feel pressured torank everything as going well. Anonymity will aid honesty in the process. A processwithout honesty will not yield valuable information nor help lead to the desired results.The easiest and quickest method for individual evaluations is a form-based survey. Astandard form will provide a way to continually monitor the team needs on a quarterlybasis. A good standard evaluation will also make it easier to compare teams since allteams will be measured in the same way for training purposes. A good team evaluationform will ask questions about team roles, meetings, and group performance withnumbered rankings to determine training needs. An example ranking could be 1 for teamalways does this, 2 for often does, 3 for sometimes, 4 for occasionally does, and 5 fornever does this. For individual team growth, the evaluation form may also include spacefor questions specific to the type of team, such as project completion issues or work teamattitudes and behavior.Asking questions about the team and assigning ranks will help to determine if additionaltraining is needed. If the example ranks above are used, then where the team ranks aquestion at a very high number, this would indicate a need for immediate training in thisarea. If the rankings are very low numbers, then additional training may not be needed orcan wait until the team decides it is needed. For a middle ranking, the team does needsome training, but the need is not as immediate unless the ranking changes.What type of training is necessary based on evaluation rankings? If the ranks wereassociated with roles, training to offer can include soft skills like leadership, methods forencouraging participation, conflict resolution, time management, team stages and roles,communication, giving and receiving performance feedback., interpersonal skills,personality differences, diversity, or education on empowerment with authority andaccountability. Technical skills that may be required for specific members doing certainroles include taking minutes or writing progress reports, computer applications,organization, quality and statistics. For meetings, the higher rank should indicate the teamneeds training in holding effective meetings, decision-making, or techniques for ideageneration and problem solving.Questions related to group performance could indicate a need for a facilitated process toaid in developing group purpose or mission statement and goal-setting. Or training intime management, project planning/management and possibly detailed instruction on
procedures, process flow analysis, or policy may be required. If specific team categoryquestions were added, the resulting numbers for those questions will determine thespecialized training necessary. For example an Information Technology project team mayneed project management training or some members may need training on a specificcomputer language or application. Whereas a team of change agents or a problem solvingteam may need change management, customer service, domain analysis, or problemsolving techniques.After the training has been taken by the team members and after a few months havepassed. Re-evaluate the team to determine if the training is being effectively used or if arefresher is needed. Keeping team performance evaluated and the members trained arekeys to successfulness and effectiveness of teams in an organization.http://performanceappraisalebooks.info/ : Over 200 ebooks, templates, forms forperformance appraisal.