You're a team facilitator. How can you use performance evaluation to improve team dynamics?

Performance evaluation aids in finding out the gaps your team needs to fill up for effective results subsequently. This brightens and provides information about what's wrong, what went well or not or where improvement is required.

Performance evaluation is a crucial tool for understanding the dynamics of a team and fostering continuous improvement. It provides a structured approach to assessing both collective strengths and individual areas for development. By utilizing diverse methods like feedback surveys, peer reviews, self-assessments, and metrics, leaders can gather comprehensive data on team performance. This data-driven approach enables leaders to identify trends, recognize successes, and pinpoint areas needing enhancement. Moreover, performance evaluation facilitates the setting of realistic and targeted goals, empowering team members to strive for excellence and grow professionally.

Use performance evaluations to highlight strengths, address weaknesses, and set individual goals aligned with team objectives. Foster open dialogue, encourage peer feedback, and focus on development opportunities to enhance collaboration and trust within the team.

In addition to everything that has been said, it is important to identify and enhance the capabilities of the teams through feedback, congratulations and sincere dialogue. Regular progress updates also promote dialogue and team spirit instead of waiting for the annual evaluation. Detecting areas for improvement and helping in a participatory and caring manner to use them to strength is a technique that can prove effective

In my experience it is important to synchronize on all aspects of team performance, to share results with the team, discuss it in an open, honest and respectful way

One thing I've learned is to keep notes of feedback and recognition over time, so that the performance evaluation can include celebrations of achievement and acknowledgement of progress overall. I make a point to include compliments from other team members and examples of how the individual has contributed to the success of others.

La evaluación de desempe?o se puede hacer durante todo el periodo, mostrándole al colaborador los momentos o situaciones en las cuales alcanzó un desempe?o destacado.

La evaluación de desempe?o sirve mucho para evaluar a los miembros y poder hacer un revisión de su trabajo, para lograr fortalecer sus debilidades. Sin embargo, de esa evaluación, también puede ganar mucho el colaborador, ya que puede analizar el mismo su desempe?o y generar una autocrítica constructiva que le ayuda a mejorar

In come companies is more common and easier to people give people bad feedback. Is it a good start, but don't forget to provide positive feedbacks. This inspire people and create strong relationship inside the organization.

I second these viewpoints. I'd like to add that it can be of great benefit if this reflection and dialogue become part of the team culture and are incorporated in the day-to-day or week-to-week modus operandi. Don't wait until performance review time, but rather ask 'how is the team doing? what is working, what is not? what changes could be beneficial to the team dynamic?' and query the team members to ask themselves 'how can I best contribute? what do I need? what can I give?' etc. Facilitating regular brainstorming sessions makes them more effective over time.

Le briefing, en tant que moment où nous partageons des informations cruciales, alignons nos objectifs et clarifions les attentes, crée une base solide pour notre collaboration. C'est un moment essentiel où chacun peut se sentir impliqué dans le processus décisionnel, ce qui renforce le sentiment d'appartenance à l'équipe. Quant au back briefing , nous nous assurant que tout le monde a bien compris les consignes, il évite les malentendus et les erreurs potentielles. Cela garantit que nous avan?ons tous dans la même direction, en évitant de compromettre notre efficacité. En intégrant ces pratiques dans notre processus de travail, nous renfor?ons notre collaboration, favorisons une communication claire et nous assurons notre succès collectif.

Sometimes the best thing to do is ask “what’s going on.” Also, when evaluating an experience, it’s great to ask “what went well” and to finish the statement “it would be even better if…”. Asking for constructive feedback on the positive drives improvement, vs fixating on the negative.

Jamás hablaremos de errores sino de oportunidades de mejora. Es importante mantener al equipo animado e intercomunicado y rescatar lo logrado por sobre lo que falta.

Genera una gran mejora en la comunicación sincera y constructiva dentro del equipo. A su vez, genera un espacio de diálogo y aportes, que otorgan gran valor a la empresa

I agree with the general premise. It is most powerful if the team as a whole can discuss and come to an agreement what is being learned from a particular evaluation, reflect (i.e. learn) and then take deliberate steps into integrating the new-found insights into their daily way of working and collaborating. A team coach is perfectly equipped to assist the team in this endeavor. Facilitated workshops, training, etc. can be part of the "making it real" post-evaluation execution as needed.

Allowing for an individual development goal around learning adds another dimension of support to the performance conversation. This is the ultimate time to move towards a learning and development chat demonstrating your commitment to their professional development.

Find yourself a work environment where they invest in your education. It means they are smart enough to realize that education is the most valuable investment and trust you enough to not grab your new learned skills and head to the better paying contender.

Encouragez la participation à des formations internes et externes, offrez des programmes de mentorat et de coaching, créez un environnement qui valorise l'expérimentation et l'apprentissage par l'échec, mettez en place des bibliothèques de ressources et des plateformes d'apprentissage en ligne, et soutenez la création d'un plan de développement individuel pour chaque membre de l'équipe.

Je suis parfaitement d'accord avec le mentorat. J'ai constaté que mettre en place un tutorat participe à la formation par l'apprentissage et permet d'assimiler rapidement les missions.

En la evaluación de desempe?o hay una parte que muchos líderes obvian por diferentes razones y es la de pedir feedback. Aunque puede ser un acto de valentía en muchos casos, definitivamente es un acto de humildad, cercanía y vulnerabilidad que bien manejado puede generar confianza y transparencia en el equipo y una dinámica de ser mejores cada día con el apoyo de todos Indudablemente, las evaluaciones de desempe?o deberían ser de doble vía y no limitarse al rol de evaluador-evaluado que muchas veces se pinta de "juicio" implacable

Doing some team-building activities facilitates open exchange in the evaluation process. Team members will more easily give positive feed-back to others ans more easily accept ideas on how to achieve even better performance.

Favorisez une communication ouverte, définissez des objectifs clairs et atteignables, encouragez la collaboration et la reconnaissance des contributions individuelles, offrez des formations et des opportunités de développement professionnel, et prenez en compte les retours et suggestions des membres de l'équipe pour favoriser l'amélioration continue.

The term "performance evaluation" can take on many forms and areas of focus. I think one very important aspect is to custom-tailor the "evaluation" to the issue at hand. Doing evaluations just 'because', or using pre-designed assessments undiscriminately can even do more harm than good. Some organizations have an assessment-heavy culture, and I have seen employees (and their leaders) getting hit with evaluation fatigue. Rather, be mindful of the evaluation used, work with your team facilitator or team coach do truly understand the results, then plan and take proper action to integrate the learnings into your daily life.

The team should be allowed to participate in designing the evaluation process to some extent and opening up a space for them to gather feedback on improving the evaluation process. This is the key to make the individuals approach the evaluations with better spirits and also helps in tailoring the evaluations to fit the team's dynamics.

Me parece que toda herramienta debe tener una claridad en el objetivo a buscar. A menudo las personas usamos las evalucaciones para tener la razón, y no para abrir nuestro panorama. Es algo inconsciente muchas veces. Algunos lo usan como herramienta de despido. Y otros lo usan para presumir. Lo que quiero decir es que es importante detenernos a hacer consciencia de qué queremos crear en nuestro equipo y/o el ambiente laboral, aunado a los objetivos de la organización. Con esa claridad y el compromiso puesto en nuestras acciones, la herramienta tendrá la orientación más cercana a lo que buscamos.

If possible, I recommend integrating an impartial third party for holistic performance evaluations, assessing individual contributions and organizational dynamics, including leadership and environmental factors that may require improvement. This strategy enhances efficiency, reducing internal resources time on evaluations and streamlining decision-making with summarized insights. It acknowledges employees may struggle with self-evaluation, necessitating external expertise. Choosing a credible vendor is paramount for a trustworthy process, fostering continuous development and a constructive framework for advancement.

Performance evaluations should always include a “yes” conversation. Even when the person is not performing to standard, managers still need to find the “yes you can” opportunity to highlight what might be possible creatively, technically, and authentically by reassuring the person that you are there to support their professional development and growth.