CHECKLIST FOR MANAGING TEAM PERFORMANCE

This checklist given below can provide some guidance on ensuring that the foundations for performance are properly laid for any team.  It also hints at items to watch within an organization that may impact the team.

CHECKLIST FOR MANAGING TEAM PERFORMANCE
	Yes	No	N/A	Remarks
Are standards and procedures in place covering the general conduct of the team (e.g., project terminology, routine communications, meeting procedures)?
Have all team members received a full and sufficient orientation to the project?
Are all team members adequately trained to carry out their responsibilities?
Does the management style encourage respect for the individual and generate personal focus and clear intent to achieve customer satisfaction?
Are all team member roles and responsibilities clearly defined and understood?
Have project and personal objectives been clearly defined for each team member?
Do team members interact effectively?
Is there personal and collective display of excitement and interest?
Are the right people making the decisions based on sources of information rather than position in the hierarchy?
Is everyone able to influence decision-making and understand the results?
Are team leaders consulting team members for their opinions, encouraging them, and coaching them on the right way to do things, in such a way that they maintain confidence in their ability to meet their delivery commitments?
Are the team communications effective, including all members not just senior levels?
Does the team meet regularly to review status, share experiences, provide suggestions, and resolve problems and concerns?
Are project meetings run effectively (and is meeting time properly managed)?
Is project and company information posted/circulated?
Is everyone committed to understanding the issues and opportunities in problem situations and developing effective plans to achieve or resolve them?
Is there evidence of positive morale and teamwork?
Is the productivity of the team at an optimum level?
Are the project workspace and facilities appropriate?
Has the project implemented some means to recognize and reward quality service, creativity, innovation, and success (can be as simple as public acknowledgement and thanks for a job well-done)?
Does the environment encourage creative dissonance and continual striving for improvement within the cost and schedule constraints?
Are performance reviews being conducted to record and communicate the accomplishments of team members, and to appraise their skills, to facilitate career development?
Is project overtime within acceptable limits?
Is turnover within acceptable limits?
For longer term projects, are people being rotated off the project, or into new roles on the project, in a 12 to 18 month timeframe, in accordance with the staff rotation plan?

Sir Craig