Monitoring the performance of work teams is a fundamental component for organizations today, considering that its implementation favors the incorporation of strategies to promote productivity, personal growth and motivation.

There are different techniques for monitoring the performance of our collaborators, however, as a starting point, it is important to be clear about the aspects that will be measured in performance in order to know how to focus this monitoring efficiently. Based on the above premise, we could define the following aspects to be taken into account when measuring performance:

  1. Area goals and objectives: Each position has an individual goal, just as each area has a collective goal. The sum of the efforts of each team member contributes to the achievement of the objectives of the area and the organization. It is important to establish indicators to measure productivity. Well-defined indicators allow you to know the current performance levels of your collaborators and give you a snapshot of the current state of your area. 
  2. Competencies and functions: It is necessary that each position has defined the competencies of its role, as well as the functions established in the position profile. The competencies function as a “calibrator” to understand whether or not the person occupying the position has each of these competencies, which ones need to be strengthened and which ones need to be reinforced. For example: creativity and innovation, communication, ability to work in a team, openness to change, among others. On the other hand, identifying the functions of the position, allows us to have a check list to validate if the collaborators are performing each of their functions, if they have the necessary tools to develop their work and also gives us valuable information on the existence of work overload.
  3. Training and education: Being able to check if the collaborators are adequately trained for the optimal development of their functions, allows us to have clarity about the training and formation needs in the work team. This is essential to promote not only the updating and application of new knowledge in the work area, but also to encourage personal and professional development in the face of the growing competitiveness in the market.
  4. Alignment of values, mission and organizational vision: In monitoring performance, we must not overlook the level of commitment and harmony that each employee has with the values pursued by the organization, as well as the mission and vision, which are the north that frames the route to achieve the aforementioned.
  5. Employee attitude: Validating the level of employee satisfaction increases their level of commitment and sense of belonging to the organization. Knowing their expectations and needs helps us to keep them happy and fosters an adequate work environment. 

According to the above, we propose the following techniques for an adequate follow-up of the team:

  • Meetings: Through the coordination of weekly, biweekly and/or monthly socialization and follow-up meetings, they allow identifying the “how are we doing?” vis-à-vis specific tasks, projects or actions. Here you can review the achievement of goals and actions for improvement.
  • Empowerment: Assigning new challenges and/or responsibilities to our collaborators is a measure that not only increases their motivation, but also allows us to demonstrate their capacity to adapt to change, compliance, punctuality and efficiency.
  • Individual Coaching: Organizing individual coaching sessions with the presence of a certified coach within the team (or outsourced) allows not only to identify strengths and gaps for improvement in the collaborator, but also promotes the generation of awareness of this, in such a way that it facilitates the self-knowledge of their own resources to establish action plans and generate a change in their current situation. In each session, the tasks and agreements established are followed up, and the level of commitment and motivation of the collaborator is evaluated.
  • Continuous feedback: This activates the natural learning system of each employee by generating recognition of their achievements, and recommendations for their mistakes or opportunities for improvement detected during the performance of their tasks.
  • Performance evaluation: This technique is the most widely used and, therefore, standardized in most organizations. The performance evaluation consists of a tool that allows analyzing the achievements, contributions, skills and opportunities for improvement of each employee according to the objectives established for their position during that year. This also takes into account the specific and transversal competencies of the position, in order to identify the level of development in each competency to work on the gaps found. The most common phases of the performance appraisal are: 1. 2. Accompaniment and follow-up. 3. Performance evaluation.
  • Group evaluation: This method allows to show the behavior of a collaborator with the rest of the colleagues in a given group, providing information about his or her relationship, conflict management and communication skills.
  • 360° Evaluation: This tool provides a comprehensive view of the employee’s performance, from 3 different angles: from the boss, colleagues and subordinates, internal and/or external customers. It is known for its objectivity in gathering qualitative and quantitative data from different sources of labor relations.

It is worth mentioning that, based on these techniques, one of the most direct beneficiaries is the employee, since opportunities for growth within the organization can be realized, such as promotions, transfers, training plans, among others. It is important that companies have evidence of the follow-ups performed to support the quality of their work team for future opportunities within the organization. Now you can be guided by this post and decide which technique or techniques will work best for you, your group and organization. success!