Learn what to look for when assessing team member results, including the quantity of work they deliver, the quality of that work, their timeliness, and how well they build relationships within your team and with others outside your team. Compare their performance to the standards, expectations, and work being done by their peers.
- Assessing team member results gives you an understanding…of the return you're getting for your…leadership capital investment in someone.…List out the five criteria for assessing results,…quality, quantity, timeliness,…morale, and relationship building.…You can use the template in the exercise file…for this course.…For each person on your team ask yourself,…how their results compare to what's expected of them.…This is an objective call for things like…quantity and timeliness, but subjective for things like…morale, relationship building, and quality.…
When you score your team, use a three point scale.…If somebody is scoring a high, you give them two points.…If they're scoring a medium, which is they're really…meeting your expectations, you give them one point.…And if they're below expectations, you give them zero.…When you add up their scores on these valuation dimensions,…if the score is six or higher,…they're demonstrating high performance.…If it's below six, you're looking at low performance.…Let's look at an example.…
- Define leadership capital.
- Identify common leadership capital mistakes.
- List ways to serve your team.
- Describe how to do and deliver work.
- Explain how to develop your employees.
- Assess how much leadership capital you have invested.
- Measure quantity and quality of team results.
- Compare and contrast investments and returns.