Course: MGT240 A01 Motivating and Managing People
Topic: Team Performance Report
课程：MGT240 A01 激励和管理人员
主题：团队绩效报告
团队绩效报告 Performance is a metric that is at times qualitative, as in the level of effort put forth by a team member cannot be measured…
Introduction
介绍
Performance is a metric that is at times qualitative, as in the level of effort put forth by a team member cannot be measured quantitatively. It is primarily based on the judgement of the supervisor or at times even depends on the perception that the rest of the team has about them. Performance is also affected by many external and internal factors. Extrinsic motivation can help in positively impacting the performance of the employees so that they become enthusiastic about the work that has been assigned to them. Whereas, for some people intrinsic motivation could be the key to keeping them focused on the task at hand, and knowing what motivates them helps the leader/ manager in keeping them on track.
Therefore, I believe that it is very important to consider how the team members remain motivated and use those as a means to ensure that they keep performing optimally. On the other hand, it is also very important to note that there can be instances when the team fails to work in harmony and synchronicity. In such circumstances, it becomes a challenge to keep the team motivated so that they can deliver the sought after results.
译文：绩效指标有时是定性的，因为团队成员付出的努力程度无法定量衡量。它主要基于主管的判断，有时甚至取决于团队其他成员对他们的看法。性能还受到许多外部和内部因素的影响。外在动机有助于对员工的绩效产生积极影响，使他们对分配给他们的工作充满热情。然而，对于某些人来说，内在动机可能是让他们专注于手头任务的关键，了解是什么激励他们有助于领导者/经理让他们保持正轨。
因此，我认为考虑团队成员如何保持积极性并将其用作确保他们保持最佳绩效的手段非常重要。另一方面，同样重要的是要注意，有时团队无法协调一致地工作。在这种情况下，保持团队积极性以便他们能够交付所追求的结果就变成了一项挑战。 团队绩效报告
A “high-performance work team” refers to a group of goal-focused individuals with specialized expertise.
And complementary skills who collaborate, innovate and produce consistently superior results. The group relentlessly pursues performance excellence through shared goals, shared leadership, collaboration, open communication, clear role expectations and group operating rules, early conflict resolution, and a strong sense of accountability and trust among its members (SHRM). In order to build an effective team, it needs to be understood where each team member as an individual is coming from. Sometimes, the reason for the emergence of conflicts is lack of communication or mis-communication for that matter. The case that has been presented to us in this assignment is a clear cut example of mis-communication and resentment harbored against the senior management for reducing the quality of the widget in order to reduce costs.
The main problem that I can identify is that of the resentment and anger of the development team for altering their designs. I think the approach that should have been selected should have been that of prior communication. The management should have communicated to the team that they need to reduce costs, based on which the team would have designed the widget accordingly, thereby, not compromising on its quality nor its performance. While the decrease in projected sales can be blamed on the altered design of the widget, the team needs to understand that this problem should be addressed, and solutions should be determined in order to overcome this issue in the future.
I believe that when the senior management takes the employees on board with what needs to be done, then creative solutions arise through brainstorming for ideas. This is one of the most effective ways in making the team realize that the company depends on them to make the right calls, while at the same time informing them that their opinions matter.
译文：“高绩效工作团队”是指一群具有专业知识、以目标为中心的个人。
以及协作、创新和持续产生卓越成果的互补技能。集团通过共同目标、共同领导、协作、公开沟通、明确的角色期望和集团运作规则、早期冲突解决以及成员之间强烈的责任感和信任感 (SHRM) 不懈追求卓越绩效。为了建立一个有效的团队，需要了解每个团队成员作为个人的来源。有时，冲突出现的原因是缺乏沟通或沟通不畅。在本次任务中向我们展示的案例是一个明确的例子，表明高层管理人员因降低小部件的质量以降低成本而对高层管理人员怀有误解和怨恨。 团队绩效报告
我可以确定的主要问题是开发团队对改变他们的设计的不满和愤怒。我认为应该选择的方法应该是事先沟通的方法。管理层应该与团队沟通他们需要降低成本，基于此，团队将相应地设计小部件，从而不影响其质量或性能。虽然预计销售额的下降可以归咎于小部件设计的改变，但团队需要明白这个问题应该得到解决，并且应该确定解决方案以在未来克服这个问题。
我相信，当高级管理层让员工了解需要做的事情时，就会通过集思广益的想法产生创造性的解决方案。这是让团队意识到公司依赖他们做出正确决定的最有效方法之一，同时告知他们他们的意见很重要。 团队绩效报告
Team Performance Report Template
团队绩效报告模板 团队绩效报告
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SIMPLE PERFORMANCE REVIEW |
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EMPLOYEE INFO |
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EMPLOYEE NAME |
DEPARTMENT | Product Development | ||
| EMPLOYEE ID | REVIEWER NAME | Tyrone Olive | ||
| POSITION HELD | REVIEWER TITLE | Supervisor | ||
| LAST REVIEW DATE | 22-1-17 | TODAY’S DATE |
22-1-18 |
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CHARACTERISTICS |
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QUALITY |
UNSATISFACTORY | SATISFACTORY | GOOD | EXCELLENT |
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Works to Full Potential |
Yes | |||
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Quality of Work |
Yes | |||
| Work Consistency |
Yes |
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Communication |
Yes | |||
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Independent Work |
Yes | |||
| Takes Initiative |
Yes |
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| Group Work |
Yes |
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Productivity |
Yes | |||
| Creativity |
Yes |
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Honesty |
Yes | |||
| Integrity |
Yes |
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Coworker Relations |
Yes | |||
| Client Relations |
Yes |
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Technical Skills |
Yes |
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Dependability |
Yes |
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| Punctuality |
Yes |
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| Attendance |
Yes |
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GOALS |
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ACHIEVED GOALS SET IN PREVIOUS REVIEW? |
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| The goals set in the previous review were achieved, however, with the past widget not performing up to the expectations and standards, the goals for this term are not achieved. | ||||
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GOALS FOR NEXT REVIEW PERIOD |
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| To overcome the issues arising in the widgets and ensure that the performance of the new products is up to the mark.
To achieves the sales targets as set by the senior management and sales/ marketing team. |
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COMMENTS AND APPROVAL |
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COMMENTS |
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| The team is not performing as well as they usually do, due to rising uncertainty. Many have started showing signs of intense demotivation and have even started to look for other job opportunities. | ||||
| EMPLOYEE SIGNATURE | REVIEWER SIGNATURE | |||
Report for Senior Management Regarding the Issues at Hand
高级管理层关于手头问题的报告
The following are my observations regarding the behavior of the team members and how to go about motivating them so that they are able to perform better. The biggest issue that I see is the team’s reservations against the senior management’s decision, along with the fruitless discussions that are not yielding any results nor solutions. I think the employees need to be communicated what needs to be done, with a clear sense of direction. The demotivation is affecting all of the members of the team and this needs to be addressed, otherwise, even those employees who are performing well right now will start showing signs of decreased performance. Especially the team member who has become extremely outspoken, he or she needs to be dealt with in a professional and understanding manner.
The root cause of this could be the uncertain situation that arose due to the inability of the new widget to meet the sales target. It is also the fruitless discussions that the team has been having in order to develop or identify a solution to overcome the performance issues of the widget. Another cause of the increased distress among the team members could be the outspoken employee, who is adding to the stress of the rest of the team.
译文：以下是我对团队成员行为以及如何激励他们以便他们能够表现得更好的观察。我看到的最大问题是团队对高级管理层的决定持保留态度，以及没有产生任何结果或解决方案的徒劳讨论。我认为需要与员工沟通需要做什么，并有明确的方向感。动力不足正在影响团队的所有成员，这需要解决，否则，即使是那些现在表现良好的员工也会开始表现出表现下降的迹象。尤其是变得非常直言不讳的团队成员，需要以专业和理解的方式处理他或她。
造成这种情况的根本原因可能是由于新小部件无法满足销售目标而出现的不确定情况。这也是团队为了开发或确定克服小部件性能问题的解决方案而进行的无结果的讨论。团队成员之间压力增加的另一个原因可能是直言不讳的员工，他增加了团队其他成员的压力。
In order to overcome the issue of not being able to meet the sales target.
The first thing that needs to be communicated is that the team is not held responsible for it. Yes, the performance issues may be due to the altered design, but that too was a decision that was taken by the senior management, in order to cut costs. Therefore, the team should be clearly communicated that this is not their fault, and that the management does not hold them responsible.
Another thing that needs to be done is to tell the team that coming up with solutions for this problem will help in overcoming future widget and product development related issues. We can also offer an incentive to the team member who develops a solution for these performance related issues. Moving on to the weekly discussions that are being held which seem to be a waste of time. From my personal experience as well, there are times when weekly meetings are nothing but a waste of time. Instead of having these meetings, I think that each employee should be tasked with the responsibility of identifying what could be causing the problems in the product. This will result in more productive efforts by each member, while at the same time, giving them ample time to figure out a solution to the problem.
Another thing that can be done in order to make the meetings more fruitful, is to have brainstorming sessions, while analyzing each and every component of the widget carefully. However, rehashing old issues is not going to take the team anywhere, therefore, I suggest forgetting the old and taking a new approach towards problem solving. Treat the product as a new project instead of something with which the team’s grievances are attached.
为了克服无法完成销售目标的问题。 团队绩效报告
译文：需要传达的第一件事是团队不对此负责。是的，性能问题可能是由于设计改变造成的，但这也是高级管理层为了削减成本而做出的决定。因此，应明确告知团队，这不是他们的错，管理层不追究他们的责任。
需要做的另一件事是告诉团队，为这个问题提出解决方案将有助于克服未来的小部件和产品开发相关问题。我们还可以为为这些性能相关问题开发解决方案的团队成员提供奖励。继续每周举行的讨论，这似乎是在浪费时间。从我个人的经验来看，有时每周例会只是浪费时间。与其召开这些会议，我认为每个员工都应该负责确定可能导致产品出现问题的原因。这将导致每个成员做出更富有成效的努力，同时让他们有足够的时间找出问题的解决方案。
为了使会议更有成果，可以做的另一件事是进行头脑风暴会议，同时仔细分析小部件的每个组件。然而，重新讨论旧问题不会让团队走到任何地方，因此，我建议忘记旧问题并采取新的方法来解决问题。将产品视为一个新项目，而不是与团队抱怨相关的东西。
In order to deal with the outspoken employee.
I think he or she should be given the lead role in solving the problem. When someone like that is given responsibility for solving a problem then they take charge of it and tone down the outspoken behavior they were having previously. Another method to handling this situation would be to give that particular team member another task to keep them occupied while the rest of the team works on developing a solution for the current problem, thereby, reducing the discrepancies arising within the team.
All of this needs to be communicated in a proficient and professional manner. One such way is to empathize with the employees, which can be dealt with in the following manner;
Dear Team,
It has been a challenging task trying to identify the solutions to the impending problems with the new widget. Rest assured that all your efforts are being noticed and appreciated by everybody here at the management level. Together, we will not only overcome this challenge but also rise above to bring better and superior performing widgets than before.
为了对付直言不讳的员工。 团队绩效报告
译文：我认为他或她应该在解决问题中起主导作用。当这样的人被赋予解决问题的责任时，他们就会负责并淡化他们以前直言不讳的行为。处理这种情况的另一种方法是给该特定团队成员另一项任务，让他们保持忙碌，而团队的其他成员则致力于为当前问题制定解决方案，从而减少团队内部出现的差异。 团队绩效报告
所有这些都需要以熟练和专业的方式进行沟通。一种方法是同情员工，可以通过以下方式处理；
亲爱的团队，
试图确定新小部件即将出现的问题的解决方案一直是一项具有挑战性的任务。请放心，您的所有努力都得到了管理层中每个人的注意和赞赏。我们不仅将共同克服这一挑战，而且还将超越以往，带来比以前更好、性能更好的小部件。
Keep up the good work!
Something like this is likely to not only assure the employees that their hard work is being noticed but also motivate them to do better. This written communication can be addressed to the sales and marketing team, product development team, as well as the production team, to make them realize that they may belong to different departments but they are part of one big team that makes up the company.
The strategies of motivating various employees has already been discussed above. I also believe that various team building activities, such as taking the team out for lunch so that they can relax or having some sort of gaming competition will not only relieve the stress they feel, but also help in lightening the mood.
保持良好的工作！ 团队绩效报告
译文：像这样的事情不仅可以向员工保证他们的辛勤工作正在被注意到，而且还可以激励他们做得更好。 这种书面沟通可以发给销售和营销团队、产品开发团队以及生产团队，让他们意识到他们可能属于不同的部门，但他们是组成公司的一个大团队的一部分。
上面已经讨论了激励各种员工的策略。 我也相信各种团队建设活动，比如带团队出去吃午饭，让他们放松一下，或者进行一些游戏比赛，不仅可以缓解他们的压力，还有助于缓解情绪。
References
Frederick P. Morgeson, D. Scott DeRue , Elizabeth P. Karam, Leadership in Teams: A Functional Approach to Understanding Leadership Structures and Processes, retrieved 22-1-18 from;
https://msu.edu/~morgeson/morgeson_derue_karam_2010.pdf
Pina Tarricone, Joe Luca, Successful Teamwork : A Case Study, retrieved 22-1-18 from;
http://www.unice.fr/crookall-cours/teams/docs/team%20Successful%20teamwork.pdf
Richard A. Guzzo, Marcus W. Dickson, Teams in Organizations: Recent Research on Performance and Effectiveness, retrieved 22-1-18 from;
Katherine L. Yeager and Fredrick M. Nafukho, Developing Diverse Teams to Improve Performance in the Organizational Setting, retrieved 22-1-18 from;
Performance Review Template, retrieved 22-1-18 from;
https://www.smartsheet.com/free-employee-performance-review-templates
