Here's how you can assess team member performance when tasks are delegated in Conference Organization.

I agree but, you have to set realistic expectations and goals for your employees to make otherwise you will discourage them and they will think their worth isn’t any good enough or they will get burnt out trying to obtain the unobtainable goals that you have set for them.

Compreendo que é essencial compartilhar os objetivos e as expectativas com o time desde o início. Uma comunica??o clara e direta previne desgastes e frustra??es futuras.

to asses team members performance check their capability first before assigning any work. let them take the lead to complete the work on time. keep the environment and deadlines workable. appreciate and encourage them while doing the project together.

Having clear goals and objectives allows establishment of benchmarks which facilitate self assessment of efficiency. Having been in situations of organizing conferences without clear goals and objectives the stress of an open ended project lead to concerns of either over doing or under performing. The complexity of Resource management increases, as time is spent verifying intents or too much is applied to low priority tasks. Expectation management suffers in the absence of clear objectives as task swapping increases when priorities continually shift, leading to reduced efficiency.

I like to hold monthly catchups with the entire team until two months before when we switch to weekly. Remember that not all team members will be active during the lead-up to the conference, so only check in with those who have active tasks. For example, we have an organiser responsible for the registration desk. They don't have any direct activities until about four weeks before conference day.

We use Slack and ClickUp to track goals and progress, but let your team members know they can DM you outside the group chat if any issues appear. I often deal with issues that new organisers face in private, and once resolved, I'll usually feed that back into the wider group as a general update. Or I'll update a process for future reference based on the feedback from the team members.

In my experience of dealing with any team, working with the individual is essential. I’ve learned and experienced that when you scale one’s desires back to its root cause - everyone is craving love. This is the essence of who we are and what sets us free. However, freedom comes with responsibility and many of us aren’t willing to accept this fact. We can choose whatever we want if we surrender and don’t focus on the ‘how’ or ‘doing’, but rather the ‘being’. After all we are called Human beings, not human doings. Imagine, become and you will have what you desire. BE, DO AND HAVE Ask your team members one key question: “What would you really love??? “