MANAGING TEAM PERFORMANCE

Presenters:-Samreen Shaikh &Zoya Jamro

AGENDA

Team definition Selection of teams Why are teams so popular? Types of team and their performance

mearsument Challenges associated with Team

performance management system Team performance management in action Rewarding teams performance

TEAM

A team in place when two or more people interact interdependently and energetically and shared a common and valued goal, objective or mission.

For exp: Cricket team etc

CHARACTERISTICS OF TEAMS

Groups(Classrooms):age, speclization, geographical location etc

Teams(business team):skills, competency etc Teams don’t have to be permanent. Team members do not have to be in the

same geographical location.

Many organization are structured around teams, including:

Autonomous work groups(Involving the working team to decide for itself how the work should be carried out, and distributed among members).

Process teams(people that work together each day to make sure one or processes are executed to meet the needs organization).

Self managing teams(advanced form of a process team).

WHY ARE TEAMS SO POPULAR?

Increasing global competition Greater flexibility for the organization during

downsizing i.e. Teams facilitate employee involvement.

Complex products and services Teams are more flexible and responsive to

changes in the environment i.e. Teams typically outperform individuals.

TEAM PERFORMANCE MANAGEMENT

Layer of complexity

Guiding principles:-

Focus on task or requirements of organization

Designed well and organizational framework supports team performance.

Performance focuses on team process.

CLASSIFICATION OF TEAMS Complexity of task Routine Non-routine

Tasks are well defined

Outcomes are easily assessed

Tasks are not defined well

Outcomes are usually very long and difficult to assess

CONT.. Membership configuration It includes:

Static and dynamic i.e. how long the team is expected to work and stability of its membership.

TYPES OF TEAM & IMPLICATIONS PERFORMANCE MANAGEMENT

Work or Service Team: Engaged in routine tasks and static. For example: Group of people (Team) working in assembly line manufacturing a car.

Performance management by Peer Rating. Project Teams: Assembled for a specific purpose

and disband as soon as specific tasks are completed. For example: film production Team

Performance management Periodically as team works on the project.

Network Teams: Members are geographically dispersed and stay in touch via telecommunication technology. For example: Google teams

Performance management emphasizes on Future.

Work or Service Team

Routine Non-Routine

Task Complexity

Dynamic

Static

Project Team

Network Team

Types of team based on Membership and Task complexity

Mem

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PURPOSE & CHALLENGES OF TEAM PERFORMANCE MANAGEMENT

How do we assess relative individual contribution?

How do we balance individual and team performance?

How do we identify individual and team measures of performance?

TEAM PERFORMANCE IN THE PERFORMANCE MANAGEMENT SYSTEM

Six basic principles: Make sure your team is really a team Make investment to measure Define measurement goals clearly Use a multi-method approach to

measurement Focus on process as well as outcomes Measure long-term changes

SIX BASIC COMPONENTS OF PERFORMANCE MANAGEMENT PROCESS

Prerequisites Performance Planning Performance Execution Performance Assessment Performance Review Performance Renewal & Recontracting

PREREQUISITES

involves two prerequisites First, need to have good knowledge if the

organization’s mission Second, need to have good knowledge of the job

in question (KSAs)

KSAS HELPFUL TO TEAM PERFORMANCE

Communication Decision Making Collaboration Team Leadership Self-control

PERFORMANCE PLANNING includes the consideration of results and behavior Result must include Key team accountabilities Specific objectives for each accountabilities Performance standards Behavior needs must include Competencies involves the creation of a developmental plan Developmental plan includes Description of areas that need improving and

goals to be achieved in each area.

PERFORMANCE EXECUTION Autonomous teams are solely responsible When a team has a supervisor… Need to be committed to goal achievement Should take proactive role in seeking feedback Teams have to communicate openly and regularly

with its supervisor Teams members are being prepared for the

performance review---peer appraisals Team have solid information regarding their

performance

CONT:

Supervisor responsibilities; - observing and documentation - updating the team on any changes in the

goals of the organization - providing resources - reinforcement

PERFORMANCE ASSESSMENT Evaluate one another’s performance as well as overall team

performance Peer evaluations are key component because it lead to - higher levels of workload sharing - cooperation - performance - team coordination - improve feedback - recognition of errors - most valuable performer Members of other teams can also evaluate if they have

firsthand experience Self-appraisals provide important information

CONT:

Three types of performance need to be assessed:

1. individual performance or task performance 2. Individual performance or contextual

performance 3. Team performance as a whole Includes both task and contextual

performance ( me & we)

CONT: Team as a whole measured by using four performance dimensions:

1. Effectiveness: include measures of quality, quantity, cost, and time.

2. Efficiency: include measures of communication, coordination, collaboration and decision making.

3. Learning & Growth: include innovation, documented learning, best practices and process improvements.

4. Team member satisfaction: include team members perceptions

PERFORMANCE REVIEW

Take place when team members meet with the supervisor or manager to discuss how they have been working.

Two meetings are needed; - First, the supervisor meets with all

members of the team together - Second, the supervisor meets each team

member individually

CONT:

Both meetings emphasize the past- performance during review period the present- any changes in compensation

depending on results obtained the future- about goals and development

plans will be expected to achieve

PERFORMANCE RENEWAL AND RECONTRACTING

Uses information gathered during the review period to make adjustments as needed. E.g: new key accountabilities and competencies, some goals adjusted adjustment.

REWARDING TEAM PERFORMANCE

If the performance management system includes the measurement of individual`s contribution to team performance ,it also need the reward these types of performance i.e. The allocation of reward in the system including a team component are the same as those for the individuals.