Team Assessment
For Team Managers
Do you feel like your team is not performing as well as they were, or could be?
Have you recently experienced some changes within your organisation, growing or shrinking teams, new policies or procedures, new leadership team or structure?
Answer and submit the questions below to see my recommendations and possible areas of focus for improvement.
Individual
Do your team members make new connections at work?
Do they request weekly/monthly reviews and ask for feedback?
Do they have fun while at work?
Do they ask for extra responsibilities at work?
Do they arrive on time and have high attendance?
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Your results
Thank you for taking the time to complete this assessment of your employees’ engagement levels.
I hope you found the results below enlightening.
I believe we can always do more, but we must start with understanding where we are before we can move forward.
If you would like more information on how to better engage your staff and build high functioning teams, please contact me for a free 30 minute personal assessment.
Overall
Your team are mostly never, or only sometimes feeling engaged, fulfilled and connected at work.
They probably feel that the grass maybe greener elsewhere and would be quick to move should an offer come up. They do not feel loyal to the business or their team and lack a sense of teamwork.
You are missing opportunities to develop your staff into a high functioning team which would save you time, energy and costs if they were working together toward a common goal with people they trust.
Overall
Your answers suggest suggest that there are some aspects working well within your team.
They feel they are part of something worthwhile, they are either engaged with other team members or feeling quite positive about their position within the business.
You should identify the gaps and work to fill the areas where they are falling short, your staff will be very receptive to developing their skills and relationships and this is a great opportunity for you to offer further business and personal development to your teams.
Overall
Your answers suggest it is likely that your team are a high functioning and well performing group.
They are likely to understand their role, feel important and motivated toward continuous improvement. This is a great place to work and they will continue to provide their best performance as long as they continue to feel this way.
Congratulations for building this team, but don’t become complacent, continue to monitor and assess each situation, your team is likely to want to try new things, to take risks and learn from mistakes.
It is critical that you allow them to be challenged without fear of judgement of punishment. Ensure clear boundaries are communicated and maintain your level of support. You and your team will achieve great things.
Individual
Do your team members make new connections at work?
Your answer was:
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Do they request weekly/monthly reviews and ask for feedback?
Your answer was:
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Do they have fun while at work?
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Do they ask for extra responsibilities at work?
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Do they arrive on time and have high attendance?
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Your answers indicate a lack of engagement of your team member.
They may not be enjoying work, and this will reflect in both their attendance and their performance. They may feel isolated from either their colleagues, the company or both. If they are not actively asking for feedback, this could be because they are afraid of what they will be told, or they lack respect for those who would be giving it.
Our suggestions for improvement:
Set aside time in your day or week to spend 1 on 1 with each team member.
Share your personal feelings and concerns about them.
Ask them to share something about themselves you are unaware of, hobbies, family life.
Create a culture of fun in the workplace by including an activity or piece of lighthearted information each day or week.
Design individual Personal Development Plans and Performance Management systems.
If you would like to explore more, please book an exploration call with me.
Team
Do your team members offer to work extra hard/put extra effort in to finish a job?
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Do they offer to train or support each other?
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Do they ask you how you are and give you feedback?
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Do they regularly engage in conversations at work and hold a healthy debate?
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Do they have friends at work and share team successes?
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Your answers indicate a lack of collaboration within your team.
They could be working in silos and not gaining any benefit from the skills they have around them. They are either focusing solely on the task, or just getting through the day. They may have few meaningful relationships within the company and will unlikely feel any loyalty, trust or respect for those they work with and for. If they are not supporting other team members, it is unlikely that they will receive any support from others, which creates a cycle of “I’m on my own here”.
Our suggestions for improvement:
Hold team meetings or team huddles on a weekly or monthly basis.
Pair people up to work on a project or action.
Actively engage in open conversation within the team about their overall performance and give praise for work well done.
Create space for social interaction and join in discussions.
Implement Team Building events and sessions to run quarterly.
If you would like to explore more, please book an exploration call with me.
Business
Do your team members post/share corporate events and support business sponsored charities?
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Do they talk about the company values?
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Do they attend meetings to discuss company performance, share areas of concerns and make suggestions for improvement?
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Do they use the company name in positive conversations and recommend it to others?
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Do the react positively to change?
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Your answers indicate a lack of loyalty to you or your business.
They could be working just for the paycheck and will leave as soon as a better offer comes along, and they are probably already looking. They are likely to feel they have no or little impact on the end result and therefore are not interested in trying to improve their performance. Disengaged team members can bring down other members by creating negative atmospheres, resulting in a kind of mutiny. Once you have a whole team who feels this way, it is almost impossible to create a productive and motivated work force until you deal with the source.
Our suggestions for improvement:
Share company performance with information on how team members contribute.
Create and share corporate values and demonstrate how will they are lived.
Ask for feedback on how they feel the company is performing.
Create a non-judgmental method for making suggestions for improvement.
Develop your Leadership team in tools of motivation and performance management.
If you would like to explore more, please book an exploration call with me.