How To Find Out Whos Asking Anonymous Questions On Ask.Fm Evaluate Team Performance and Determine Training Needs

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Evaluate Team Performance and Determine Training Needs

Many organizations struggle with how to determine if their teams are effective. Others who have just started teams or have been working with teams for a long time are wondering what kind of new or follow-up training they should provide to the teams to ensure effectiveness. Both needs can be met by developing a method to evaluate teams.

Each team should participate differently in the evaluation process and it is best if the individual member’s participation is anonymous so that the members are not forced to rank everyone as good. Anonymity helps keep the process honest. A process without honesty will neither provide valuable information nor help bring about the desired results.

The easiest and fastest way for individual evaluations is a survey based on the form. A standard form will provide a way to keep monitoring the team’s needs on a quarterly basis. A good standard evaluation also makes it easier to compare teams because all teams can be measured in the same way for training purposes. A good team evaluation form will ask about team roles, meetings, and team performance with a numerical ranking to determine training needs. An example ranking would be 1 for the team always doing it, 2 for always doing it, 3 for sometimes, 4 for rarely, and 5 for never doing it. For individual team growth, the evaluation form can also include space for questions specific to the type of team, such as project completion issues or work team characteristics and behaviors.

Asking about the team and assigning ranks will help determine if additional training is needed. If the example ranking above is used, where the group ranks a question with a very high number, it indicates a need for immediate training in this area. If the rankings are very low numbers, then additional training may not be necessary or may wait until the team decides it is needed. For the middle rank, the team needs some training, but the need is not as urgent unless the rank changes.

What type of training is required based on the evaluation rankings? If the ranks are related to the roles, the training offered may include soft skills such as leadership, methods of encouraging participation, conflict resolution, time management, team stages and role, communication, giving and receiving performance feedback., interpersonal skills, personality differences, diversity. , or empowerment education with authority and accountability. Technical skills that may be required for specific members performing specific roles include taking minutes or writing progress reports, computer applications, organization, quality and statistics. For meetings, a higher ranking should indicate that the team needs training in conducting effective meetings, decision making, or techniques for idea generation and problem solving.

Questions related to group performance may indicate the need for an accelerated process to help develop the group’s purpose or mission statement and goal setting. Or training in time management, planning/project management and possibly detailed instructions on procedures, process flow analysis, or policy may be required. When specific questions are added to the team category, the resulting numbers for those questions will determine the special training required. For example an Information Technology project team may need training in project management or some members may need training in a specific computer language or application. While a team of change agents or a problem solving team may require change management, customer service, domain analysis, or problem solving techniques.

After the training that the team members took and after a few months passed. Reassess the team to determine if the training was used effectively or if a refresher is needed. Continuously evaluating team performance and training members are keys to the success and effectiveness of teams in an organization.

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