How Can I Assess My Team Members?
Having and effective and efficient Team is not a gift, it does not happen purely by accident, there is no Divine Right to have an effective Team and the formation of the Team does not happen overnight – it takes real persistence and drive from the manager to make this happen.
So, how should you assess the individual members of the Team to identify where things need to change and where improvements are needed?
The following 10 pointers are a good start in this process and should be used to assess contributions by each member of the Team:
- Demonstrates reliability: do they get their fair share of the work done and do they systematically meet their set objectives? Are they consistent and can they be fully relied upon always?
- Communicates constructively: do they speak up and put their point across in an effective and efficient manner? Are they direct and honest? Do they show respect for the views of others? Are their points made in a positive, confident and respectful manner?
- Listens actively: do they take on board points made and respect and consider, without bias, the points of other colleagues? Can they receive and accept criticism for their views in a professional and measured manner? Do they consistently show the approach of “listen first and speak second” in meetings?
- Active participants: do they come prepared for meetings and then listen and contribute to the dynamics of that meeting? Sitting passively on the side-lines is NOT contributing anything positive – why are they even there? Do they take the initiative when it is needed?
- Shares openly and willingly: are they willing to share information, knowledge and experience? Do they work informally, behind the scenes, to keep the task moving? Do they consistently keep other colleagues up to date with both information and current developments?
- Cooperates and pitches into the action: working well with others and acting collaboratively to finish a task are important measures here. For a good Team member, this is second-nature and should never need to be prompted or pushed by the manager. Do they put aside personal differences and opinions for the good of the outcome needed?
- Shows flexibility: does the individual have enough skill to change ad adapt to new challenges and pressures? Good personnel adapt quickly and do not complain or show extreme stress when dealing with fast-moving issues. A good member of the group will also show compromise when needed and offer this instinctively rather than being pushed to do so.
- Shows commitment: do they care about their work, the team and the Team’s work? Do they exhibit this every day with care and commitment from the beginning?
- Problem-solver: good players are willing and able to deal with a wide variety of different issues and problems as they arise. Are they problem-SOLVERS and not problem-blamers or problem-avoiders? Do they get issues out in the open for discussion, debate and to find solutions?
- Respectful and supportive: do they treat colleagues with courtesy and consideration? Can they, and do they, show understanding and offer support to others around them?
At the end of the day a good member of the Team looks beyond their own individual area of responsibility and seek to promote the wider assessment of the group, not just their own individual contribution.
By using the above points, you should be able to have an accurate view of how to assess the individual contributions to your collective Team and make any necessary modifications needed.
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