Team Evaluation

A team must constantly evaluate its actions. For example, a team is built to launch a business. The team evaluation starts from the second stage of team building, meaning building, running a team and evaluating the team must be continuously carried out to the end of the project. This is necessary so that it would be clear how far a job or goal has been achieved in time according to the respective business plan. Define a valuation system and ask the members of the team to evaluate their own performance. Therefore, they get to know their real self. You should evaluate the members as well and mention the results in the sessions of team management. Then, compare both evaluations. For example, I’m the team leader and I say, ‘evaluate the performance of Person X’. Person X also has the assessment forms and evaluates him/herself. The assessment form is different for every member, and it includes a list of tasks assigned to that specific person. Juxtapose the results of these two evaluations. If they didn’t match, either person X was unable to understand his/her job description properly or our interpretation of his/her tasks was wrong. The good thing is we try to solve

the problems afterwards and reach a common understanding; of course, the scores shouldn’t differ significantly. Evaluation is a smart thing to do. It’s okay for one to evaluate oneself optimistically; in this process, one will be trained to have a more realistic evaluation of oneself, and points of view will get closer to each other. Hold a session for all the failures of the team. In the session, mention the drawbacks and unfortunate incidents, and discuss the reasons behind any failure. The performance evaluation of a team is an ongoing process which never ends. If any of the member’s function is disrupted for any reason, it will affect the function of other members as well and damage the whole team. If necessary, you should even dismiss a member with impaired function. Instill this culture in the team that everybody should help each other and move toward a common goal.

When someone says, ‘my task is clear’, that person works individually and lacks a proper understanding of team working. Each member of the team must act according to his/her job description, but they should also solve others’ problems if they could. The members of a team must be aware that no one is supposed to ask them, “What’s your status and what are you doing?” The need to evaluate their status before anyone asks anything. A common goal means a common benefit. In that case, all members of a team must trust each other and work toward achieving the common profit. Whenever this trust is damaged, the whole team will suffer. When your performance evaluation of a team doesn’t meet your expectations, take it as an opportunity to reform things. Pave the way to reform and success by sharing the problems and discussing them.