Understanding Individual Team Performance

Date: On Demand (access any time)
Investment: $285 per person
(Discounts for multiple participants)

INCLUDES: One-on-One Telephone Coaching

As a manager you know that successful teams require results-oriented goals. However creating these goals is often easier said than done. It is important that performance measures for both the team and individual team members are linked with the goals and strategy of the organisation as a whole.

Since teams are made up of individuals, you not only need to measure the performance of the team, however you also need to measure performance at an individual level as well. You also need to make sure that individual goals are not in conflict with the team’s mission and vision.

As a manager you can use the following seven step process to evaluate both individual and team performance:

  1. Review the existing organizational measures
  2. Define team measurement points
  3. Identify individual team accomplishments
  4. Weigh accomplishments
  5. Develop team and individual performance measures
  6. Develop performance standards
  7. Decide how to track performance

We will elaborate on each of these points in this podcast.

Tips to Measure Performance

Over the next two pages we will cover ways to measure both team and individual performance, including how to set performance standards, communicate team goals, and track individual and team accomplishments.

1. Review existing organizational measures

A team can only be effective when what it does is linked to the organisation’s strategy and goals as a whole. One of the ways to ensure that this happens is to spend some time reviewing the organisation’s goals with your team. Show them how the team’s goals in turn support some or all of the organisation’s goals. The team needs to know it’s reason for existing and it’s relative importance in the company in order to understand how critical their role is and aspire to achieve more. As a manager you must evaluate if your team’s goals actually do affect what is important to the organisation or not.

2. Define team measurement points

The team needs to understand the results it is trying to achieve. It is easier for teams to agree on the result they are trying to achieve than on the ways to achieve those results.  One of the ways to do this is to ask the team what it is that they want to achieve given the goal’s of the organisation.

The team can structure response by choosing how they will affect one or more of the following:

  • Employee Satisfaction
  • Customer Satisfaction
  • Investor Satisfaction

3. Identify individual team memberaccomplishments

Now that you know what the team needs to achieve, identify what each individual team members needs to do in order to make these results a reality. It is not necessary that all your team members will have the same goals, however all their goals must tie in and support the team’s goals and also the organisations goals as a whole.

Measuring individual performance gives people a sense of accomplishment of achieving something on their own, it also gives you data about which of your team members need to be coached and also which of your team members are high potential employees and can be developed for bigger roles in the future.

Individual measures tell you who you need to reward and who you need to coach, train and develop.

4. Weigh the accomplishments

As a team you may have as many as 10—15 goals that you wish to achieve in a year. However there will be some goals that are more critical to the organisation’s success than others. As a team or as a manager, you need to determine which of these goals are the MOST critical, which are the second more important, and so on and so forth until the least critical goal.

It is also important that your team is aware of the relative importance of each goal and agrees on the same.

5. Develop performance measures

Here is the tough part of being a manager, though in reality so  many parts of the job are challenging and difficult.

You need to assign both the numeric and descriptive yardsticks for both individual and team results.  Remember that good measures are those that can be verified and observed by someone else.

You can ask yourself this question for each result “how can the team measure quantity, quality, cost or timeliness for this measure.” How can this be tracked?

6. Create performance standards

For each measure decide how well the team and each individual needs to perform in order to meet expectations. For example if a team is measured on how many sales they generate in a month, and this is an individual as well as team measurement. Then each team member may need to generate at least 10 sales a month in order to meet expectations. The team may have a target of 120 sales each month.

7. Decide how to track performance

For each of the performance standards that you have identified, you need to also decide how the team will track and collect data for each performance standard. This is something you will need to make clear to the team as well. E.g. Perhaps you track a sale every time a customer welcome kit is shipped out of the warehouse, in this case each team member needs to know that their sales only count if they ship a kit out to the customer, hence they need to ship 10 kits a month to meet expectations.