Teams are pervasive in the current world of work. Unfortunately, in many cases, usually do not fulfill their guarantee and instead teams lead to disappointing results. In this installation of Human Performance, we discuss the best way to design and execute performance management systems that contain a superb blend of both ''me'' and ''we'' considerations.
We offer the following research-based recommendations: (1) use measures of individual and team performance, (2) use techniques of procedures and consequences, (3) develop the performance measures utilizing input from the inner and exterior team, (4) accumulate the performance information utilizing sources from both inside and outside the team, (5) foster the team learning along with development, and (6) recompense both individual and team routine. We discuss implementation guidelines for each of these recommendations that will help maximize team and individual performance together with alliance among person, team, and organizational goals. Executing performance management systems following our recommendations will help teams turn into an inimitable and sustainable source of competitive human capital edge.
PUBLICATION DATE: July 15, 2013 PRODUCT #: BH548-HCB-ENG
This is just an excerpt. This case is about LEADERSHIP & MANAGING PEOPLE
Related Case Solutions & Analyses:
GEs Two Decade Transformation: Jack Welchs Leadership
Cisco in 2012
Daktronics (C): Downsizing a Billion Dollar Dream
Amagi: Creating Value in the TV Broadcasting Industry
World Championship Wrestling – A Crisis of Leadership (B)
Bancolombia: Talent, Culture and Value Creation Management in Mergers
Founder’s Group Diversification
Hopwood Manufacturing: Seeking to Hire the Best and the Brightest, or Not (B)
Multiple Stories to Career Building
Coach Clark (A): It’s Not About Winning. It’s About Getting Better
