How can you assess team performance during a crisis?

1 Identify the goals and expectations

Before you can measure your team's performance, you need to define what you want to achieve and what you expect from each team member. This will help you align your team's actions with the desired outcomes, and avoid confusion and conflict. You can use the SMART criteria (Specific, Measurable, Achievable, Relevant, and Time-bound) to set clear and realistic goals and expectations for your team during a crisis.

2 Monitor the progress and results

Once you have established the goals and expectations, you need to track how your team is progressing and delivering results. You can use various tools and methods to monitor your team's performance, such as dashboards, reports, surveys, or feedback sessions. You should also compare your team's performance with the benchmarks and standards that you have set or agreed on. This will help you identify the gaps and achievements, and adjust your plans and strategies accordingly.

3 Evaluate the behaviors and attitudes

Besides the outcomes and outputs, you also need to assess how your team is behaving and feeling during a crisis. You can use the RACI matrix (Responsible, Accountable, Consulted, and Informed) to clarify the roles and responsibilities of each team member, and ensure that they are fulfilling their duties and obligations. You can also use the Tuckman model (Forming, Storming, Norming, and Performing) to understand the stages of team development, and address the issues and conflicts that may arise. Moreover, you can use the Gallup Q12 survey to measure the engagement and satisfaction of your team members, and identify the factors that motivate or demotivate them.

4 Provide feedback and recognition

One of the most important aspects of assessing your team's performance during a crisis is to provide feedback and recognition. You should give timely, specific, and constructive feedback to your team members, and help them improve their skills and performance. You should also acknowledge and celebrate their achievements and contributions, and show appreciation and gratitude for their efforts. You can use the SBI model (Situation, Behavior, and Impact) to structure your feedback and recognition, and make it clear and meaningful.

5 Seek feedback and improvement

Finally, you should not only give feedback and recognition, but also seek feedback and improvement for yourself and your team. You should ask for feedback from your team members, your peers, your clients, or your stakeholders, and listen to their opinions and suggestions. You should also reflect on your own performance and leadership, and identify your strengths and areas for development. You should also encourage your team to learn from the crisis experience, and share their insights and best practices. You can use the SWOT analysis (Strengths, Weaknesses, Opportunities, and Threats) to evaluate your team's performance and potential, and plan for future improvement.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?