Your team's performance is crucial. How can you assess it effectively?

Set clear, measurable objectives aligned with your team's overall strategy. Make sure everyone understands these goals and their individual roles in achieving them.

In my experience I found useful to start with a team vision exercise to look at the past and what has shaped up what is the presence what is working and biggest challenges and where do we want to go or move towards. Then once you craft that you can either set smart goals or OKRs to move forward with practice steps how to take steps towards the vision you set

Définir des objectifs ne suffit pas. Avant cela il faut avoir une vision claire d’où on veut amener son équipe. C’est cette vision qui permet d’établir les objectifs sur le court, le moyen et le long terme. Tant que les objectifs seront alignés à la vision ils seront facilement réalisables (ou non) et mesurables dans la durée.

Estabele?a metas específicas, mensuráveis, alcan?áveis, relevantes e com prazo definido (SMART). Por exemplo, defina a meta de aumentar a taxa de convers?o de vendas em 20% nos próximos três meses, melhorar o tempo médio de resposta ao cliente em 15% ou reduzir a taxa de rotatividade da equipe em 10% até o final do ano. As metas devem estar alinhadas com os objetivos gerais da empresa e ser desafiadoras, mas realistas.

Before objectives, people need a vision : today, all studies are clear : people are lacking of purpose at work. Start by a vision, shared by everyone. Then objectives, and I liked to have also a objective on team engagement for example, or team growth, team recognition, ... something which is not directly linked to business but show the contribution of team member to the collective mindset, support, and ultimately happiness.

- Collect performance metrics related to the team's goals. - Use feedback from team members and stakeholders to gain insights. - Analyze trends and patterns in the data to identify areas for improvement.

Collect quantitative and qualitative data on performance. This could include metrics such as project completion rates, customer satisfaction scores, and feedback from team members.

1. Collect quantitative data like key performance indicators (KPIs) and metrics related to team goals. 2. Gather qualitative feedback from team members, stakeholders, and clients. 3. Use performance reviews, surveys, and regular check-ins to obtain comprehensive insights.

To get a clear picture of how well we're doing, we need to collect two types of data: numbers and stories. Numbers tell us things like how many projects we've finished and how happy our customers are. Stories come from our team members and help us understand what's working and what's not. By looking at both, we can identify areas to improve and make informed decisions to boost our performance.

Review the data to identify trends, strengths, and areas for improvement. Look for patterns that may indicate underlying issues or successes.

Examine os dados coletados para identificar tendências e padr?es. Compare o desempenho da equipe com as metas estabelecidas e analise as áreas que est?o abaixo do esperado. Por exemplo, se a taxa de convers?o está 10% abaixo da meta, investigue possíveis causas, como falta de treinamento, processos ineficazes ou problemas com a qualidade dos leads.

Offer constructive feedback based on your analysis. Focus on specific behaviors and outcomes rather than personal attributes, and ensure your feedback is actionable.

I used to run a KISS exercise on a regular basis with my leadership team : Keep / Improve / Stop / Start Very simple but powerful to overall make the team grow, from the results of this exercise, but moreover from the discussions during this exercise : it positions everyone as a leader at the service of the collective efficiency.

O feedback é essencial para alinhar as expectativas em rela??o às entregas acordadas e desempenha um papel crucial na redu??o das tens?es no ambiente organizacional. Para que essas conversas sejam verdadeiramente eficazes, tanto o líder quanto o liderado precisam estar preparados para enfrentar discuss?es difíceis. Isso significa que, por vezes, pode-se ouvir críticas ou observa??es desconfortáveis, mas essas s?o altamente necessárias para o crescimento e a melhoria contínua. A habilidade de conduzir e receber feedback construtivo ajuda a manter um ambiente de trabalho mais colaborativo e produtivo, promovendo a transparência e a confian?a dentro da equipe.

Agende reuni?es individuais e de equipe para fornecer feedback construtivo. Destaque tanto os pontos fortes quanto as áreas que precisam de melhoria. Utilize exemplos específicos dos dados coletados para apoiar seus comentários. Ofere?a orienta??es claras sobre como a equipe pode melhorar e forne?a exemplos práticos e sugest?es de estratégias para ajudar na evolu??o contínua.

When giving feedback, be honest and helpful. Look at what someone did or didn't do, and how it affected the outcome. Avoid commenting on their personality or character. Instead, focus on specific actions and results. Make sure your feedback is clear and actionable, so the person knows exactly what to improve and how to do it. This way, they can learn and grow from their mistakes.

Implementing changes based on performance assessments and feedback is essential, but without clear policies and procedures, these changes may lack consistency and sustainability. Policies ensure uniformity, accountability, and efficiency, providing a predictable framework and streamlining processes. They embed changes into the organizational culture, ensuring long-term impact and continuous improvement. Clear guidelines help manage risks, ensure compliance, and enhance employee engagement. Involving employees in developing policies boosts buy-in and commitment. Policies and procedures make changes consistent, sustainable, and effective.

Regularly review the effectiveness of the changes you've implemented. Be open to ongoing adjustments and refinements to continuously improve performance.

Após a implementa??o das mudan?as, continue a monitorar o desempenho da equipe e avalie o impacto das altera??es. Realize análises periódicas para verificar se as mudan?as est?o atingindo os objetivos desejados e se há novas áreas que precisam de aten??o. Ajuste as metas e estratégias conforme necessário para garantir que a equipe continue a progredir e alcan?ar novos patamares de desempenho.

Check in regularly to see if the changes you made are working. Be willing to make more adjustments as needed to keep getting better. Think of it like fine-tuning a bike - you might need to tweak the gears or brakes to get the best ride. By regularly reviewing and refining your changes, you'll keep making progress and achieving your goals.

De nada adianta passar por um processo de avalia??o de desempenho e receber feedback se n?o utilizarmos essas informa??es como combustível para nosso desenvolvimento. Por isso, a elabora??o de um Plano de Desenvolvimento Individual (PDI) após a conclus?o da avalia??o é crucial. O PDI permite que os pontos de desenvolvimento identificados sejam formalmente registrados e trabalhados de maneira estruturada. Com isso, é possível monitorar o progresso e garantir que as áreas de melhoria sejam efetivamente desenvolvidas. Dessa forma, ao final do próximo período de avalia??o, essas áreas ter?o sido significativamente aprimoradas, contribuindo para o crescimento contínuo e o sucesso profissional.

A great leader should acknowledge that there is never an end to the process (so many factors can influence +/- the process). You need to be more than just adaptable, you need to think critically, be cooperative/collaborative, and always be on your game (be proud of your talents as a leader); no one person has the answer or key to a teams performance. The team has to be patient, understanding, self-reflective, and buy into your leadership - all parties have to participate healthily, for the goals & objectives to be achieved. Always believe in yourself.