Les chefs de projet commettent souvent des erreurs lorsqu’ils évaluent les performances de l’équipe. Savez-vous comment les éviter ?

Measurable Goals with Timeline help to ensure completion of tasks with on-time delivery. Continuous feedback on ongoing tasks and monitoring helps to avoid communication gaps in understanding the Objective of the task.

Create Clear evaluation criteria, contribute to all team members their evaluation, create a Dashboard for Goals & major work achievement

Observing the day-to-day attitude of the team members is a very powerful way to evaluate the consistency of their performance and verify if a team member is struggling with a specific subject or if he/she has a overall performance issue. Close follow-up on the team members, without micro managing is essential to understand them The leader must be present, as a guide, to be capable of measuring the performance of the team.

This is a problem when evaluation is done one-time. Mistakes can be minimized through several intermediate evaluations and conversations.

There are a number of ways that project managers can set clear and measurable goals. One way is to use SMART goals. SMART goals are specific, measurable, achievable, relevant, and time-bound. Specific goals are clear and unambiguous. Measurable goals can be quantified and tracked. Achievable goals are realistic and attainable. Relevant goals are important to the project and the organization. Time-bound goals have a specific deadline. Another way that project managers can set clear and measurable goals is to use the 5W2H method. The 5W2H method stands for: What: What is the goal? Who: Who is responsible? When: When will it be achieved? Where: Where will it be achieved? Why: Why is it important? How: How will it be achieved?

Compare the team's performance against industry standards, best practices, or benchmarks established from past projects within the organization. Benchmarking allows project leaders to assess how well their team is performing relative to external or internal standards, identifying areas for improvement or excellence.

Expanding your data sources enhances decision-making. Relying on one type of feedback can skew perceptions and decisions, potentially overlooking critical insights. By diversifying inputs—through surveys, interviews, metrics, and peer reviews—you gain a holistic understanding of your team's performance. This approach not only mitigates bias but also enriches your evaluation, leading to more informed and effective leadership decisions.

Personalmente las comparaciones creo que impactan más bien negativamente y no es mi estilo para nada. Creo que seguimientos semanales/ bisemanales son necesarios para dar margen para dar su opinión y mi feedback. Debe ser retroalimentado por ambas partes, y compartirlo de manera constructiva

To avoid mistakes when evaluating team performance by using multiple sources of data, project leaders can Utilize Diverse Feedback Channels, Collect feedback from team members, supervisors, peers, and other perspectives on performance. Combine Quantitative and Qualitative Data, Include Self-Assessment by having team members self-assess their performance. Analyze Trends Over Time, track performance trends, Seek External Feedback external sources to add an external perspective to the process. By incorporating multiple sources of data and feedback, project leaders can enhance the accuracy and depth of their team performance evaluations, leading to more informed decisions and targeted interventions for improvement.

Choose appropriate metrics that accurately reflect performance and align with organizational goals. Be wary of vanity metrics that may not provide meaningful insights.

I believe it's very important to establish clear performance expectations and goals upfront, so team members know what is expected of them. This helps align feedback with predefined criteria and objectives, making it more relevant and actionable.

Timely and constructive feedback, guided by the SBI model (Situation, Behavior, Impact), is vital for enhancing team performance while preventing potential frustrations. By focusing on the specific situation, observable behavior, and its impact, you ensure clarity and objectivity in your feedback, fostering a positive and motivated team environment. This approach minimizes misunderstandings and promotes effective communication, contributing significantly to project success and team cohesion.

Feedback is always. Feedback needs to be baked into the process just like stakeholder reviews, status meetings, etc. Feedback that is only delivered at the end of a project is not agile and only serves the person giving it. Instill a best of intention mindset within your project communications and the feedback will come naturally.

Provide regular and constructive feedback to individuals or teams, allowing them to course-correct and improve performance in real-time

Best way to keep team and individual motivated, Always Appreciate in public , Never miss opportunity to appreciate team and individuals no matter how small the achievement is.implement culture that views mistakes as learning opportunities rather than failures. Always address failures in Private.

The best way a project manager can recognize and reward achievements is to do so publicly. This way, the achievement is acknowledged by everyone on the team, and the project manager is showing that they appreciate the hard work that was done. This can help to motivate the team and encourage them to continue to do their best work.

Constante comunicación y por supuesto tiempo de calidad para poder hablar y expresarse para evaluar con inteligencia emocional Personalmente confío en mi equipo y soy de las que arrimo el hombro, por lo que a través del ejemplo les creo el sentido de confianza y de ser parte del equipo como uno más cuando la “cosa” apreta 😁 Cuando hay que tomar decisiones y con cabeza ya saben que al final la directriz en cierta manera la daré yo habiéndoles escuchado y valorado las opciones

The best way a project manager can involve their team during the evaluation process is by asking them for their input and feedback. This can be done through surveys, interviews, or focus groups. The project manager should then take this feedback into account when making decisions about the project. This will help to ensure that the project is successful and that the team is happy with the outcome.

It's crucial to ne willing to adapt your evaluation methods and approaches based on feedback and changing circumstances. The ability to pivot and make adjustments is crucial for continuous improvement.

Treat performance evaluation as an ongoing process rather than a one-time event. Continuously seek opportunities to refine and improve the evaluation process based on feedback and results.

To reinforce the team's good qualities and foster empathy, emulate Ted Lasso's approach. Encourage open communication, celebrate small victories, and prioritize individual growth alongside quantitative metrics. By genuinely caring for team members' well-being and fostering a supportive environment, you'll see improved collaboration and performance.

Each and every point is so true. A teams performance is not only tough to measure but separating different roles and responsibilities and evaluating skills at an individual level play an important role Question in mind: Before evaluation of the team have we ever asked the team how they feel about the project? If we have an overworked, lack of motivation or have challenges with each other in the team - the moot point of team performance does not even arise Quite a few times Project Managers get so focussed on deliverables and managing stakeholders, that they missing their biggest stakeholder - the team - into key decision making

Team performance evaluation is predominantly conducted using KPIs, benchmark metrics, and standardized appraisal formats prescribed by the organization. Assessments typically revolve around a specific time frame and the associated project. Common mistakes made by project leaders during performance appraisals include the failure to recognize contributions outside the immediate project scope and overlooking challenges not explicitly mentioned in the appraisal forms. Empathy becomes crucial in addressing these gaps. Furthermore, organizations should implement self-assessment tools to enhance team members' self-awareness and goal understanding, contributing to more precise expectations.

I would recommend you; stop using burndown charts measure the output over a year find the average output per person that is weighted by competence. then you have data that can be used as a comparison year on year.