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
Definition of Team
Two or more people
• Interact
Dynamically
Independently
• Share common and valued
Goal, Objective or Mission
Importance of Teams
Increased pressure, including
global competition
Flexibility in flatter
organizations
Complexity of products and
services
Rapidly changing business
environments
Performance Management &
PM systemsTeams
should target:
• Individual performance
• Individual’s contribution to team
performance
• Performance of entire team
General principles of PM relating to
teams
1. Design and implement best
system possible
2. Consider dangers of poorly
implemented system
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
Types of Teams
Classified by
• Complexity of task
• Membership
configuration
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
Membership Configuration includes
Length of time team expects to
work together
Stability of team membership
Static
Dynamic
Types of Teams Based on
Membership Configuration and Task
Complexity
Dynamic ° Network
Teams
Membership ° Project
Teams
Configuration
Static ° Work and
Service Teams
Routine Non -Routine
Task Complexity
Types of Teams
Work or Service Teams
Project Teams
Network Teams
Work or Service Teams
Intact
Routine tasks
Share similar skill sets
Project Teams
Assembled for specific purpose
Tasks outside core product or
service
Members from different functional
areas
Network Teams
Membership not constrained by
• Time or space
• Organizational boundaries
Teams may include
• Temporary or full-time workers
• Customers
• Vendors
• Consultants
Work is extremely non-routine
Examples of PM Approaches by Type
Type of Team
of Team
Type of PM
Approach
• Work & Service • Peer ratings
Team
• Ongoing
• Project Team measurements
• Network Team • Development of
competencies
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
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?
6 Basic Principles for Designing a PM
System
Make sure your team is really
That Includes Team Performance
1. a team.
2. Make the investment to measure.
3. Define measurement goals clearly.
4. Use a multi-method approach to
measurement.
5. Focus on process as well as outcomes.
6. Measure long-term changes.
Performance Management Process (Overview/Review)
Performance
Prerequisites
Planning
Performance
Execution
Performance
Performance
Renewal and
Assessment
Re-contracting Performance
Review
Prerequisites
Knowledge of mission
• Organization
• Team
Knowledge of job to be
performed by the team, including
KSAs
Prerequisites
KSAs needed for most teams:
• Task
• Contextual
Communication
Decision-making
Collaboration
Team leadership
Self-control
Performance Planning
Results expected of the team
Behaviors expected of team
members
Developmental objectives to be
achieved by team and its members
Performance Execution
Team responsibilities
1. Commit to goal achievement
2. Seek feedback from
• Each other
• Supervisor
3. Communicate openly &
regularly
4. Conduct regular & realistic
peer-appraisals
Performance Execution
Supervisor responsibilities
1. Observe and document
• Team performance
• Relative contribution of team
members
2. Update team on any changes in
goals of the organization
3. Provide resources & reinforcement
Performance Assessment
Types of Assessments
Self-appraisals
Peer evaluations
Supervisor evaluation
Outsider appraisals (if appropriate)
Performance Assessment
Kinds of Performance to be
Assessed
Individual task performance
Individual contextual
performance
Team performance
Dimensions of Team Performance to
Assess:
Effectiveness
Efficiency
Learning and growth
Team member satisfaction
Performance Review
Two meetings with supervisor or
review board
• Team meeting
• Individual meeting
Emphasis on past, present and
future
Team Meeting
Discuss overall team
• Performance
• Results
Information comes from:
• Team members
• Other teams/outsiders
• Supervisor’s evaluation
Individual Meeting
Discuss how individual behavior
contributed to team performance
Information comes from:
• Self-appraisal
• Peer ratings
• Supervisor’s evaluation
Performance Renewal and Re-
Contracting
Make adjustments to performance
plan
Include plan for individual
performance as it affects team
functioning
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)
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
