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When evaluating the performance of employees in teams, there needs to be a clear understanding of what is being evaluated. This process includes clarifying the elements of evaluating, choosing a ranking system, and determining specific aspects of an individual’s or a team’s performance that are being appraised.

Creation Process

Various opinions exist about how to measure, rank, and evaluate performance. A seven step process for creating performance standards for teams, that gives some direction when first deciding on the areas that are to be evaluated, includes the following: (1) reviewing existing organizational measure; (2) defining what is going to measured; (3) identifying individual team member accomplishments that support the team; (4) weighing the accomplishments; (5) developing team and individual performance measures; (6) developing team and individual performance standards; and (7) deciding how to track performance (Zigon, 1998).

To work well, the team must agree on its standards of excellence. Team members and the leader must define and agree upon what the team's standards of excellence are. The standards of excellence should take several aspects of the team into account. The clarity and appropriateness of team goals and charter are very important. It is also important that the team’s goals link to the organizational goals. The team needs to discuss whether or not and how well the team's work is being done, and finally analyze how well the members work together as a team (Rees, 1999).

Several factors need to be considered in developing team standards. The goals and the direction the team will take must be clear to all associates. Team members need to participate in setting performance standards, periodic team performance reviews should be scheduled, and reviews should be conducted by the team leader and then discussed at team meetings (1999). As discussed...