1. Managing Team Performance: Overview
Definition and Importance of Teams
Types of Teams and Implications for PM
Purposes and Challenges of Team PM
Including Team Performance in the PM System
Rewarding Team Performance

2. Definition of Team Two or more people Interact Share common and valued
Dynamically
Independently
Share common and valued
Goal, Objective or Mission

3. Importance of Teams Increased pressure, including global competition
Flexibility in flatter organizations
Complexity of products and services
Rapidly changing business environments

4. Performance Management & Teams
PM systems should target:
Individual performance
Individual’s contribution to team performance
Performance of entire team

5. General principles of PM relating to teams
Design and implement best system possible
Consider dangers of poorly implemented system

6. Managing for Improved Team Performance
Don’t limit team processes with other task or organizational requirements
Provide good team design and organizational support
Give feedback only on processes that the team members can control

7. Types of Teams Classified by Complexity of task
Membership configuration

8. Complexity of Task ranges from:
Routine
Well defined
Few deviations in how work is done
Outcomes easily assessed
- to -
Non-routine
Not defined well
No clear specifications on how to do the work
Outcomes are long term and difficult to assess

9. Membership Configuration includes
Length of time team expects to work together
Stability of team membership
Static Dynamic

10. Types of Teams Based on Membership Configuration and Task Complexity
Dynamic
° Network
Teams
Membership
Configuration
° Project
Static
° Work and
Service Teams
Routine
Non -
Task Complexity

11. Types of Teams
Work or Service Teams
Project Teams
Network Teams

12. Work or Service Teams
Intact
Routine tasks
Share similar skill sets

13. Project Teams Assembled for specific purpose
Tasks outside core product or service
Members from different functional areas

14. Network Teams Membership not constrained by Teams may include
Time or space
Organizational boundaries
Teams may include
Temporary or full-time workers
Customers
Vendors
Consultants
Work is extremely non-routine

15. Examples of PM Approaches by Type of Team
Work & Service Team
Project Team
Network Team
Type of PM Approach
Peer ratings
Ongoing measurements
Development of competencies

16. Purposes of Team PM Traditional goals of any PM System
Specific to Team performance:
Make all team members accountable
Motivate all team members to have a stake in team performance

17. Challenges of Team PM
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?

18. 6 Basic Principles for Designing a PM System That Includes Team Performance
Make sure your team is really a team.
Make the 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.

19. Performance Management Process (Overview/Review)
Prerequisites
Performance Planning
Performance Execution
Performance Renewal and Re-contracting
Performance Assessment
Performance Review

20. Prerequisites Knowledge of mission
Organization
Team
Knowledge of job to be performed by the team, including KSAs

21. Prerequisites KSAs needed for most teams: Task Contextual
Communication
Decision-making
Collaboration
Team leadership
Self-control

22. Performance Planning Results expected of the team
Behaviors expected of team members
Developmental objectives to be achieved by team and its members

23. Performance Execution
Team responsibilities
Commit to goal achievement
Seek feedback from
Each other
Supervisor
Communicate openly & regularly
Conduct regular & realistic peer-appraisals

24. Performance Execution
Supervisor responsibilities
Observe and document
Team performance
Relative contribution of team members
Update team on any changes in goals of the organization
Provide resources & reinforcement

25. Performance Assessment
Types of Assessments
Self-appraisals
Peer evaluations
Supervisor evaluation
Outsider appraisals (if appropriate)

26. Performance Assessment
Kinds of Performance to be Assessed
Individual task performance
Individual contextual performance
Team performance

27. Dimensions of Team Performance to Assess:
Effectiveness
Efficiency
Learning and growth
Team member satisfaction

28. Performance Review Two meetings with supervisor or review board
Team meeting
Individual meeting
Emphasis on past, present and future

29. Team Meeting Discuss overall team Information comes from: Performance
Results
Information comes from:
Team members
Other teams/outsiders
Supervisor’s evaluation

30. Individual Meeting
Discuss how individual behavior contributed to team performance
Information comes from:
Self-appraisal
Peer ratings
Supervisor’s evaluation

31. Performance Renewal and Re-Contracting
Make adjustments to performance plan
Include plan for individual performance as it affects team functioning

32. Making Team-based Rewards Effective
All employees should be eligible
Rewards should be
Visible
Contingent
Reversible
Avoid factors which cause reward systems to fail
Consider variable pay systems (in addition to individual bonuses)

33. Quick Review Definition and Importance of Teams
Types of Teams and Implications for PM
Purposes and Challenges of Team PM
Including Team Performance in the PM System
Rewarding Team Performance