You need to evaluate your team's performance. What questions should you ask?

Alongside assessing goal achievement using SMART criteria, you should inquire about the strategies, approaches, and challenges encountered during the pursuit of those goals. Asking how the team collaborated, communicated, and adapted to changes can provide insights into its effectiveness and resilience. Additionally, exploring how individual team members contributed to the collective effort and whether their skills and strengths were leveraged optimally can reveal opportunities for development and optimization. By asking comprehensive questions that encompass both outcomes and processes, you can gain a holistic understanding of your team's performance and identify areas for enhancement.

Setting the goal for the entire team is vital. The goal should be aligned with the vision of the business. The goal should be focussed towards forming and/or maintaining and/or enhancing systems and/or structures and/or capabilities and/or benefit realisations. Set a bench mark for the team against each goal, in consultation with the governance. Review the team's performance frequently asking question relevant to the goals, so that it doesn't go off-track.

Le plus important est de définir des objectifs en adéquation avec les compétences de ses collaborateurs. Viser haut mais pas inategnable .

Did team members demonstrate the necessary skills and competencies to accomplish their responsibilities? Were there any obstacles or challenges that hindered the team's performance, and how were they addressed? How did the team adapt to changes or unexpected circumstances throughout the project or time period? What feedback do team members have regarding the team's dynamics, leadership, and overall working environment? How did the team manage conflicts or disagreements that arose and what was the outcome? What impact did the team's performance have on overall business goals, client satisfaction, or other key metrics? What strategies or improvements can be implemented to enhance the team's performance in the future?

During a review, ask a team member, "Can you describe a project where your contribution directly influenced our team's success?" This question assesses individual impact while encouraging reflection on collaborative success. Follow up with inquiries about challenges faced and lessons learned to identify areas for growth and development.

Inquire about the tools and channels used for communication, whether they facilitated smooth information flow and decision-making, and how conflicts or misunderstandings were resolved. Additionally, delve into the team's problem-solving approach, examining whether it was systematic, creative, and adaptive to various challenges. Assess how decisions were made within the team, considering factors like inclusivity, transparency, and alignment with organizational goals. Furthermore, explore the team's capacity for innovation and learning, evaluating its ability to experiment, iterate, and incorporate feedback into its processes. By asking these questions, you can gain insights into the team's dynamics, identify areas for improvement.

Evaluate the strategies and techniques the team adopted to keep the business, the users and the suppliers, involved and informed. Examine the team's participation, inclusivity and performance during the lessons learned sessions after each Tranches.

1. The next set of questions focuses on how to achieve company goals, satisfy needs, and reduce pain points. 2. What are the key processes? What are the key methods? What are the algorithms for action in non-standard situations? What are the minimum required tools? What are the rules for using these tools?

Analyze the efficiency and effectiveness of the processes and methods the team used. Were the strategies employed in line with best practices and did they contribute to the success of the project? It's important to evaluate if the team utilized resources optimally, including time, budget, and personnel, and how well they adapted to any unforeseen changes or challenges.

Enetnder o processo de obtenção dos resultados é fundamental para saber se de fato o objetivo foi atingido dentro do processo normal ou se houve algo que pode interferir e deve ser analisado e tomado em conta. Analisar o trabalho em equipe e mesmo a forma como as coisas aconteceram te permite entender pontos fortes e de melhoria a implementar com sua equipe.

Enquanto gestor, você tem se colocado disponível para sua equipe? Como tem sido essa troca? Você conhece de fato os membros de sua equipe? Todos têm voz (no sentido de liberdade para opinar e propor ajustes e melhorias)? Há um ambiente de troca? Você faz parte desse ambiente ou delega a alguém? É importante entender o aspecto de clima, comportamental, que rege o trabalho dessa equipe, pois faz toda a diferença.

1. The next set of questions focuses on behavior and attitudes. Please note that in the same situation, different team members can behave completely differently; be careful in interpreting the facts, avoid perception traps. 2. What is the psychological atmosphere in the team? What behaviors and attitudes do team members exhibit across communication channels and in the rest of the virtual work environment? What key company values are demonstrated by team members in standard and non-standard situations? What behavior do team members demonstrate in difficult decision-making situations?

No âmbito desse processo, perceber os comportamentos e as atitudes dos membros da equipe é essencial para planos de desenvolvimento. Em conversas 1:1 você pode pedir feedback sobre os outros membros e assim construir um entendimento macro sobre as ações dos membros da sua equipe.

The performance of a team is significantly influenced by the behaviors and attitudes of its members. Investigate the team dynamics: Was there collaboration and communication among team members? Did the team members demonstrate professionalism, reliability, and a solution-oriented mindset? It's also valuable to look at how the team handled stress and workload.

Team's development is a very important topic, in my opinion. It goes along with the development of each of the team members and of the organization, at a bigger scale. The development instruments and drivers are very important to look into and top of my list is the follow up.

1. Development and improvement are important parts of a healthy system, but how do we know their status? Let's continue our basic principle - from the general to the specific. 2. What are the key development goals of the company? What are the company's development plans in the near future? What are the goals and plans for the development of each employee in the near future? How are these plans implemented? Is everything going as planned? What are the challenges? What are the problems?

Uma reflexão dos membros da equipe é importante para se saber se a equipe melhorou e cresceu como time nesse processo. Isso ajuda a identificar pontos fortes e de melhoria para o todo, ou mesmo para os membros individulmente. Esse direcionamento também servirá para discussão das metas e objetivos para o ano vidouro e mesmo em feedback para o lider em como ele pode ser instrumental para a melhoria do time ou individualmente,.

Consider the team's commitment to continuous improvement and professional development. Did the team acquire new skills, and were they able to apply learned lessons to enhance performance? Evaluate the team's willingness to innovate and their responsiveness to feedback, as well as their ability to evolve processes and strategies for better outcomes.

This is often overlooked but equally important - understanding their satisfaction and motivation levels. Key questions I include are assessing how satisfied they are with their roles, the team dynamics, and the organisation as a whole. Looking into what motivates them, whether it's recognition, growth opportunities, or alignment with the company's mission, also provides valuable insights.

1. A set of questions related to motivation and satisfaction requires special attention, the right conditions for interviews (1 on 1), honesty, an atmosphere of respect and trust. Please do not assess motivation and satisfaction for the sake of assessing; be sincere in your desire to help your colleagues. 2. A good approach is to provide a scale of the status of a particular parameter (for example from 0 to 10) with the possibility of a detailed explanation. Pay special attention to the feelings that your colleagues experience in a given situation. Collect both quantitative and qualitative data and build a bigger picture from it.

The level of satisfaction and motivation within the team can greatly affect performance. Assess how motivated the team members were throughout the project. Were they engaged and committed to their tasks? Did the team feel that their work was meaningful and recognized? Understanding their satisfaction can inform strategies to improve morale and productivity.

Review how the team solicited and responded to feedback, both from within the team and from external stakeholders. Did they implement changes based on constructive criticism? Assess the team's ability to communicate effectively, give and receive feedback in a constructive way, and make strategic decisions based on that feedback to drive the project forward.

1. Feedback is not a one-time event, but an ongoing mutual process built on respect, care, gratitude and goodwill. Lead by example when giving feedback: be professional, honest and caring. Please remember that it is not only what you say that is important, but also how you say it (tone, intonation, gestures, etc.). 2. When receiving feedback, do not push your colleagues towards a specific answer, be simple and clear in your wording. Be grateful for the feedback - it helps you become better. 3. Remember that the continuation of feedback is analysis, preparation of solutions and implementation. Keep team members aware of changes that occur due to their feedback.

7. Performance feedback: Performance feedback aimed at increasing the recipient’s effectiveness. You might clarify your intent by noting, viz. “You’ve done a good job settling into the role and orienting yourself to our team. I’m counting on you to handle more on your own, etc. Further, show your trust and confidence in them. Give them the ownership and freedom to express their ideas. Instead of asking questions to them, let them present their ideas and the plan to complete the task in hand within the stipulated time. This will help them to become more confident and take out their full potential.

1. Performance evaluation is a regular process that allows you to see the current state of the system, identify symptoms of diseases at an early stage and eliminate them, and find new opportunities to more effectively achieve company goals. 2. All assessment questions should be formulated in a simple, understandable manner, avoiding complex language and jargon. The question should not be formulated in such a way that it pushes for a specific answer. Collect both quantitative and qualitative data. Strive for optimal objectivity and try to avoid the pitfalls of perception. 3. Please do not evaluate for the sake of evaluation; use the results obtained for further actions, developing solutions, making decisions. Good luck!

Team's performance is related to its goals and to its growth. The instruments that you need to use are: how they take decisions, how many times they discuss a subject until reaching a decision and how they deal with conflict. It is depending on team's level of maturity to understand its performance.

The first question is one you should ask of your team - have you provided them with the support they need to succeed? Often we review the results of our team as if we were not part of it. The success of those who follow us depends on our skills to lead and our ability (or not) must be factored into the evaluation.

A mi me gusta partir de la propia autoevaluacion de cada integrante del equipo. Tras ello aporto mi visión y actuo sobre los puntos donde requieran de mi ayuda. Feliz día!