Evaluating Teams Performance 1

Wk-6-Evaluating Teams Performance

University of Phoenix

January 28, 2022

Evaluating Teams Performance

This week's assignment is an evaluating performance paper on what was learned from the

team performance evaluation survey tool conducted and developed in Wk4. The team

performance survey tool was developed using the information provided in Section 3 of the Team

effectiveness survey workbook. This team performance survey tool was developed to serve as a

template that can be applied to a wide range of organizations provided to give leaders a tangible

direction for better team success. To be included in this week 6 assignment, along with the

evaluation results, are recommendations for the team’s continual improvement and learning.
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Consideration for how the evaluation tool could be improved based on the findings that will

ensure a more efficient and effective application of the tool for the future A justification of

whether the team that is evaluated is considered a high-performance team included as follow:

It is very clear that the performance evaluation of the team is a vital component, but the

question is then arising as to what the survey measured. The survey measured composes of such

as individuals, with the knowledge, skills, and attitudes who are working independently to

achieve a shared goal. But for these individuals to achieve this goal they must coordinate,

communicate, and cooperate, with everyone dynamically while adjusting their effort and inputs.

The performance evaluation not only captures the outcome of team performance but also how the

team achieved these outcomes. These multiple measurements must be employed by training

designers who will evaluate team performance, which will capture the behavioral, cognitive, and

attitudinal components of performance at the team level. This also means capturing the

diagnostic information on every individual team member's role to provide the targeted corrective

feedback. The evaluation was not just to focus especially on every individual team member but

will also provide specific feedback which helps each member to operate effectively within their

specific team roles also helps to develop important teamwork competencies such as

communication. In total, the primary content of the team performance evaluation tool is to help

with teamwork competencies which will be targeted for training: knowledge skills, and attitudes

for effective teamwork.

Cullen, (2019). Note that the team performance survey will be taken by the team leader

because the team leader is the most suitable individual who knows all about the team. Naturally,

a team leader can only be as successful as the results their team produces. It's not the only metric

that matters, but a crucial one that ultimately helps to drive organizational performance as well.
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Does the question remain how many projects can the team successfully deliver compared to the

total amount of projects taken on? This metric simply takes outputs over inputs over and over

who always to come up with a success rate. Easy to calculate, but not potentially misleading.

Although there is a total volume that should not be forgotten because with a successful team

leader a team can only take on one project at a time delivers successfully. This is how a team

has a better success rate than a team taking on too many projects and a team taking on fewer

projects in the same time frame. But the percentages should always be considered in the survey

in the context of the projects themselves (Cullen, 2019).

The intended results of the survey

The intended learning from the results of this survey is to reach far beyond the team

performance evaluation. Therefore, with this evaluation tool to reach the organization

stakeholders who will be involved throughout the process, communication and participation may

be enhanced. These intended results can also an effective feedback loop that can also be put in

place, program improvement, and outcomes that may be enhanced on into the future of

teamwork.

Designed with a minimum of 15 questions in Microsoft Excel. Discrete variables were

incorporated in each of the survey questions and were limited to only one variable: clear

questions, focused, and well-reasoned which supported the survey objectives. A 5-point Likert

scale. consisting of team decision-making, communication processes, style, and leadership

performance was incorporated in the question on the excel quality improvement survey tool. The

survey is clear and can be easily read in excel.

Benchmark information considered before designing the evaluation tool.

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Amazing how increasingly the business world become very competitive with most of the

issues that it faces which become increasingly complex. These business organizations can no

longer depend on any hierarchical structure with just a few peak performances to help maintain a

competitive advantage. One of the best businesses in this environment is working effectively

with teams that can make better decisions, solve complex problems, and do more than we can to

enhance creativity, which will help to build more than any individual working alone. Whereas

when building great organization begin with building highly effective teams starting with a

picture of what we have been aiming at a “target.” This journey begins with high-performance

teams who understand its characteristics (Blanchard, 2019).

Benchmarking is the best thing that can be done for a team which begins in four areas:

which will identify the focus for team development. The benchmarking information that was

considered before designing the team performance evaluation tool is as follows: aligning for

results: to ensure and clarify the team purpose, define the goals, define the roles, and agree on the

behavior norms: performing under pressure: which is being able to embrace and address

conflicts, invite self-expression, be able to encourage candor, and listen with a lot of curiosity:

developing team cohesion: working collaboratively, promoting accountability, building trusting

relationships, and appreciating each other’s contributions: sustaining high performance: by

demonstrating unity, sharing leadership, adapting to change, and accepting all the greater

challenges(Blanchard, 2019).

How the details incorporated into the Week 4 team performance evaluation research

The details from the week 4 team performance evaluation were incorporated into the

quality improvement evaluation by reading over the details from the paper and making sure the

correct part of the information corresponded with the survey. some were changed to be
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incorporated in the body of the paper. Choosing whatever from the team performance that most

suitable for the week 6 quality improvement paper/ survey. Also, look at the readings from week

4. Sample survey questionnaires. Team Effectiveness Survey Workbook (eBook) ASQ Quality

Press, basing my questions with different questions that correspond with the questions needed

for my team evaluation survey, incorporated from the questions from the. Sample survey

Questionnaires (Bauer, & Bauer, 2005; Griffith, & Dunham, 2015).

What predictions can you make about the outcome of the survey?

My prediction about the outcome of the survey was the determination on getting this

survey corrects no matter what it took with little or no help at all. By starting early with this

assignment, I read all the instructions over and over and grasp all the concepts needed to make

this paper and survey a success. Reading over my team performance evaluation tool paper was a

great help. Took a lot of time and effort but I predicted that by concentrating a little more I

would eventually get everything correct to the best of my knowledge This assignment became

extremely awesome after doing it much time without any help.

Response anchors were selected

The response anchors are selected by different participants from the dropdown located on

the survey from the excel forms and are waiting for responses which will be imported into the

Excel workbook that was used for the survey questions. The responses will be easily imported

directly into the excel workbook

communications, and policies regarding attendance, just to name a few. However, employee

handbooks and office protocol can take a lot of guesswork out of knowing what is expected of

members (Griffith & Dunham, 2015).

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References
Bauer, R. W., and Bauer S.S. Bauer. (2005) Team Effectiveness Survey Workbook, ASQ Quality

Press, 2005. ProQuest eBook Central,

http://ebookcentral.proquest.com/lib/apollolib/detail.action?docID=3002554.

Blanchard, K. (2019) Benchmarking Team Performance: How Would Your Team Score in These

Four Areas? Retrieved on January 28, 2022from

https://resources.kenblanchard.com/blanchard-leaderchat/benchmarking-team-

performance-how-would-your-team-score-in- four-areas

Cullen, S. (2019) The 5 most important metrics for evaluating team performance

https://www.nexalearning.com/blog/the-5-most-important-metrics-for-evaluating-team-

performance

Glasow, P.2005) Fundamentals of Survey Research Methodology Retrieved on January 22,

2022, from

https://www.mitre.org/sites/default/files/pdf/05_0638.pdf
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Hwang, H. I. (2018) Relationship between Teamwork and Team Performance: Experiences from

an ERPsim Competition. Journal of Information Systems Education 29 (3) Retrieved on January

23, 2022, from

https://jise.org/Volume29/n3/JISEv29n3p157.pdf
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