You’re managing a technical team. How can you evaluate their performance?

Ignite your technical team's brilliance by crafting SMART goals—Specific, Measurable, Achievable, Relevant, and Time-bound. These goals spark clarity, realism, and measurable success. Picture this: A software maestro striving to sculpt and test a dazzling app feature within the month, harmonizing code finesse with customer desires. ????

Besides the mentioned measures of performance we can use the following two measures to evaluate team performances: 1) Objective & Key Results (OKR) 2) Balance Scorecard (BSC) OKRs can be set for everyone in the organisation (from Leadership down) but should be aligned with the overall organisation strategy. It is useful to establish a shared vision of desired outcomes. Help employees to understand the purpose of the effort or efforts. A balance scorecard is performance metrics used to identify, improve, and control a business's various functions and resulting outcomes. It involves measuring four main aspects of business: Learning & Growth, Business Processes, Customers, and Finance

Evaluating their performance would be effective if they achieve their team's goals that ultimately align with the company's strategic organizational goals. For example, if an engineer has a goal to implement an improved operating tool that needs to contribute to the company's overall profitability, evaluating its performance should be whether the improved tool increased or decreased the company's profits. Now, a better way to communicate the goal is by using SMARTER goals. Goals should be specific, measurable, attainable, relevant, time-bound, and frequently evaluated and revised so their goals can change along with the teams' performances. There is a continuous effort to improve and grow with SMARTER goals.

The SMART methodology is key for effectively evaluating the performance of technical teams. By setting goals that are Specific, Measurable, Achievable, Relevant, and Time-bound, a clear framework for tracking and assessing progress is established. An innovative approach would be to incorporate regular reviews of these SMART goals to adapt to the fast-paced changes in technical projects, ensuring they remain relevant and challenging. This promotes agility and flexibility within the team, allowing not only for performance measurement but also for continuous improvement and adaptability in response to evolving project demands and industry trends.

El paso Paso para los objetivos SMART 1. Establecer el objetivo específico: que queremos alcanzar con nuestra empresa marca o producto 2. Personalizar el objetivo : debemos hacer un análisis DAFO , de nuestra empresa 3. Seleccionamos los KPIs para medir nuestros resultados: cifras reales , no inalcanzables 4.calendario de acciones : marcamos fechas para lograr objetivos.

Using 360-degree feedback provides a holistic evaluation of a technical team by incorporating views from various sources like peers, managers, and customers. This method not only highlights the team's strengths and weaknesses but also offers insights into their soft skills. An innovative addition could be holding reflection sessions based on this feedback, fostering personal and team growth. Leveraging online tools for feedback collection and analysis enhances efficiency and supports ongoing improvement.

Evaluating a tech team? Here's the quick guide: **Metrics:** Track project delivery, code quality, and technical debt. **Collaboration:** Assess teamwork and communication within the team and beyond. **Individuals:** Monitor skill development and problem-solving abilities. **Bonus:** Consider customer satisfaction and encourage innovation. **Key:** Balance metrics with qualitative data, set SMART goals, and provide regular feedback.

360-degree feedback is beneficial in evaluating performance. It will not only give you, as a manager, a new perspective on your team's performance but also give you some insights into how the team is performing with other people. There are behavioral and competency needs that you can uncover from peer, customer, and stakeholder feedback. Often, feedback from these sources revolves around communication, building rapport, and collaboration and can be purely subjective. However, they are still integral to the feedback process when evaluating a team's performance.

Me encanta este método, pero quitando la parte de dar una opinión, llenar un formato o escribir de incógnito, pues de nada sirve tomar opiniones o evaluar a tu personal de esa forma si no sabes quien está emitiendo el juicio sobre las areas o individuos a evaluar, menos aún cuando cuentas con poco personal a tu cargo, no hay como hablar con ellos, no importa que evalúes por partes o períodos, la IA nunca remplazara el trato humano que puedan recibir tus empleados.

One effective way to evaluate the performance of a technical team is through 360-degree feedback. This method involves collecting feedback from team members, peers, superiors, and external stakeholders. It provides a comprehensive assessment of individuals' performance. Design a feedback survey covering key areas, distribute it anonymously, and encourage honest responses. Analyze the feedback, identify areas for improvement, and create individual development plans. Emphasize growth and development rather than criticism. 360-degree feedback promotes open communication, self-awareness, and accountability, maximizing team performance and fostering professional growth.

KPIs are measurable metrics aligned with the team's goals. Identify specific outcomes and deliverables that demonstrate success. Ensure the chosen KPIs are measurable, relevant, and aligned with organizational objectives. Collect data regularly to track progress. Communicate the KPIs clearly to the team and review progress regularly. KPIs provide an objective framework for assessing performance, identifying strengths, weaknesses, and areas for improvement, and driving continuous growth.

When establishing the KPIs for a technical team, it is crucial to build a sense of alignment with the company's strategic organizational goals. This way, team members will know where their contributions fit the company's strategy and performance. What is the impact if someone meets or does not meet the KPIs? When people know their ultimate purpose, they can easily follow the established KPIs. Moreover, KPIs are often presented in numbers, a good source of objective feedback. Tip: Find the most suitable KPIs for your team that best reflect their goals and performance. The numbers should tell a story of what happened and how to improve. Always pair the KPIs with 360-degree feedback from other stakeholders to better understand the performance.

Utilizing Key Performance Indicators (KPIs) offers a quantitative approach to assess your technical team's performance against organizational goals. KPIs provide concrete metrics, such as bugs fixed, code coverage, customer satisfaction, and revenue generated, to evaluate efficiency, quality, and impact. An innovative practice could be to periodically review and adjust these KPIs to align with evolving business strategies and technological advancements, ensuring they remain relevant and drive the desired outcomes. This dynamic approach to KPI management encourages continuous improvement and keeps the team aligned with the organization's shifting priorities and market demands.

Para que el KPI marque la diferencia es necesario asegurar más valor a los productos y servicio a la empresa, formando parte de la comunicación difundiéndose en todos los sectores y estar en el día a día de cada una de las actividades. En resumen los indicadores siempre van a medir el desempe?o del negocio

One other key indicator is measuring and analysing individual results per SMART goal set. -Measuring individual performance quotient helps determine everyone's capability in the technical field,and Individual task assignment based on measured capability to ensure accurate and quick delivery in the specified field.

This introspective approach not only provides insight into individual motivations, goals, and needs but also promotes a culture of continuous learning and self-improvement. For a creative twist, consider integrating peer review into this process, allowing team members to offer constructive feedback to each other. This can deepen the self-assessment's impact by providing external perspectives on performance and collaboration. Utilizing forms or one-on-one meetings can effectively facilitate these reflections, ensuring a comprehensive understanding of each team member's contributions and development areas.

Self-assessment gives the team an opportunity to look back and provide their own assessment of how they perform against their goals. Self-assessment often gives managers an insight into the team's motivation, areas of strength and improvement, and aspirations for their roles. They can also highlight their achievements and challenges in the self-assessment, giving them a voice in the performance review process. As a manager, we can use this conversation to motivate and recognize our team's contributions. After giving feedback for their own performance, carefully transition to the other components of their performance evaluation, such as 360-degree feedback, KPIs, and goals.

Una de las grandes ventajas de la autoevaluación será que Fomenta la responsabilidad y la autorreflexión: la autoevaluación es una instancia que otorga la posibilidad de que los empleados asuman la responsabilidad de reflexionar sobre su propio desempe?o, invitando a un análisis propio de su desempe?o.

Self-assessment is a crucial step in evaluating the performance of a technical team. It encourages individuals to reflect on their own strengths, weaknesses, and areas for improvement. By providing a framework or questionnaire for self-evaluation, team members can assess their skills and contributions. This process promotes self-awareness, accountability, and personal growth. Reviewing the self-assessments allows for feedback and goal alignment. Self-assessment complements other evaluation methods and fosters a culture of continuous improvement within the team.

The most common method of giving feedback is the Sandwich Method, in which negative feedback is sandwiched between positive feedback. This method does not always work, especially for team members who want clear and direct-to-the-point feedback. An alternative to this method is called FeedForward. This method concentrates on what a team member can do better in the future to improve their performance instead of giving more emphasis on what went wrong in the past. Future-oriented solutions ease the tension when giving critical evaluation and promote a growth mindset for the team.

-SMART Goals: _ 360 Feedback - Self Assessments - KPI's After evaluating all these factors. I practice -Amount of consistent improvement and OKR's. OKR is an objective and key result-measuring technique. The system integrates the qualities of agility and adaptability. Thus Evaluating team performance gets a better insight.