pm-chap11

Herman Aguinis, University of Colorado at DenverPrentice Hall, Inc. © 2006

Managing Team Performance:Managing Team Performance:OverviewOverview

• 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 TeamDefinition of Team

Two or more people – Interact

• Dynamically• Independently

– Share common and valued• Goal, Objective or Mission


Importance of TeamsImportance of Teams

• Global pressures• Flexibility in flatter organizations• Complexity of products and services• Rapidly changing environments


Performance Management & TeamsPerformance Management & Teams

• PM systems should target:– Individual performance– Individual’s contribution to team performance– Performance of entire team


General principles of PM relating to teamsGeneral principles of PM relating to teams

1. Design and implement best possible system2. Consider dangers of poorly implemented

system


Managing for Improved Team PerformanceManaging 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 TeamsTypes of Teams

• Classified by– Complexity of task– Membership configuration


Complexity of Task ranges from: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 includesMembership Configuration includes

• Length of time team expects to work together• Stability of team membership

Static Dynamic


Types of Teams Based on Types of Teams Based on Membership Configuration and Task ComplexityMembership Configuration and Task Complexity

Dynamic ° Network

Teams Membership Configuration

° Project Teams

Static ° Work and

Service Teams

Routine Non-Routine Task Complexity


Types of TeamsTypes of Teams

• Work or Service Teams• Project Teams• Network Teams


Work or Service TeamsWork or Service Teams

• Intact • Routine tasks• Share similar skill sets


Project TeamsProject Teams

• Assembled for specific purpose• Tasks outside core product or service • Members from different functional areas


Network TeamsNetwork 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 of TeamExamples of PM Approaches by Type of Team

• Type of Team– Work & Service Team

– Project Team

– Network Team

• Type of PM Approach– Peer ratings

– Ongoing measurements

– Development of competencies


Purposes of Team PMPurposes 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 PMChallenges 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?


Including Team Performance in the PM SystemIncluding Team Performance in the PM System

• Prerequisites• Performance Planning• Performance Execution• Performance Assessment• Performance Review• Performance Renewal and Re-Contracting


Performance Management ProcessPerformance Management Process

Performance Review

Performance Renewal and

Re-contracting

Performance Assessment

Performance Execution

Performance PlanningPrerequisites


PrerequisitesPrerequisites

• Knowledge of mission– Organization– Team

• Knowledge of job to be performed by the team


Performance PlanningPerformance Planning

• Results expected of the team• Behaviors expected of team members• Developmental objectives to be achieved by

team and its members


Performance ExecutionPerformance Execution

Team responsibilities1. Commit to goal achievement2. Seek feedback from

• Each other• Supervisor

3. Communicate openly & regularly4. Conduct regular & realistic peer-

appraisals


Performance ExecutionPerformance Execution

Supervisor responsibilities1. 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 AssessmentPerformance Assessment

Types of Assessments• Self-appraisals• Peer evaluations• Supervisor evaluation• Outsider appraisals (if appropriate)


Performance AssessmentPerformance Assessment

Kinds of Performance to be Assessed• Individual task performance• Individual contextual performance• Team performance


Dimensions of Team Performance to assess:Dimensions of Team Performance to assess:

• Effectiveness• Efficiency• Learning and growth• Team member satisfaction


Performance ReviewPerformance Review

• Two meetings with supervisor or review board– Team meeting– Individual meeting

• Emphasis on past, present and future


Team meetingTeam meeting

• Discuss overall team – Performance– Results

• Information comes from:– Team members– Other teams/outsiders– Supervisor’s evaluation


Individual meetingIndividual meeting

• Discuss how individual behavior contributed to team performance

• Information comes from:– Self-appraisal– Peer ratings– Supervisor’s evaluation


Performance Renewal and Re-ContractingPerformance Renewal and Re-Contracting

• Make adjustments to performance plan• Include plan for individual performance as it

affects team functioning


Making Team-based Rewards EffectiveMaking 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)

pm-chap11

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