What are effective ways to share team performance evaluation results with your team?

Team performance evaluation is a vital process for any team leader who wants to improve the effectiveness, productivity, and morale of their team. However, sharing the results of the evaluation with your team can be challenging, as you need to balance honesty, feedback, recognition, and motivation. In this article, you will learn some effective ways to share team performance evaluation results with your team, and how to avoid common pitfalls and mistakes.

1 Prepare the results in advance

Before you share the results with your team, you need to prepare them in a clear, concise, and constructive way. You should highlight the strengths and achievements of your team, as well as the areas that need improvement and the action steps to address them. You should also align the results with your team's goals, expectations, and values, and show how they contribute to the overall success of the organization. You should avoid using vague, ambiguous, or negative language, and focus on facts, evidence, and examples.

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Xavi Escales

Founder @ AlwaysPeopleFirst | Formación y Consultoría de RRHH
Los mejores managers son aquellos que sacan el máximo partido al momento de compartir los resultados de la evaluación del desempeño con su equipo. Os comparto los 3 aspectos en los que destacan: 1.- Buscan el momento adecuado tanto para ellos como para sus equipos 2.- Invierten tanto o más tiempo en hablar del trabajo bien hecho como de las áreas de mejora 3.- Alinean los objetivos que persiguen con las expectativas que motivan a su equipo

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Javier Giménez Divieso

Expert manager in leadership, teams and HR, I offer you my services on a temporary or freelance basis |Business consultant & external advisor, mentor, interim, executive & team coach, trainer | 174 reviews in my profile
Para mí una de las claves a la hora de compartir los resultados de desempeño con tu equipo, pasa por seguir la estrategia de Simon Sinek o círculos de oro. Es decir empieza explicándole a tu empleado el "WHY". Cuál es la finalidad de lo que vaís a hacer y porque es importante para tí esta conversación, su opinión, etc. A continuación continúa por el "HOW". Explícale cómo lo ha hecho. Para esta parte te aconsejo utilizar la metodlogía DEPA (Describir, Explicar, Pedir y Agradecer) en los temas objetivo de la evaluación. Por último acabar con el "WHAT". Es decir, qué pasos son los siguientes, a que te comprometes tú como líder y él, etc. Habitualmente muchos ven este tema como un trámite administrativo y sin embargo es estratégico...

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Narcis Berenguer

Gerente General en Consultoria de Transformación Digital | Consultoría en Transformación Digital
Así es, creo que es muy importante preparar bien un 121 con tu equipo: -Primero creo que es mejor abordar los puntos a mejorar, y ver que necesita por tu parte o por parte del equipo para conseguirlos, es muy importante mostrar empatía y escucharle . -Posteriormente felicitarle por los logros obtenidos y alentarle a seguir consiguiéndolos buscando siempre la mejora. -Por último hablar de otras cosas más en global, que no tienen porque ser de trabajo. Creo que el 121 no se tiene que hacer sólo cuando hay resultados de desempeño si no periódicamente.

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2 Choose the right time and format

The next step is to choose the right time and format to share the results with your team. You should consider the availability, preferences, and needs of your team members, and select a time and format that allows for effective communication and interaction. For example, you can choose to share the results in a team meeting, a one-on-one session, or a written report, depending on the situation and the purpose. You should also give your team enough notice and time to review the results and prepare their questions and feedback.

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Sergio de la Calle Asensio

Experiencia de Empleado y Talento / No soy un conferenciante PROFESIONAL. Soy un PROFESIONAL que imparte conferencias / Escritor x5 / Aprendivoro
El momento adecuado para el feedback es siempre el más cercano en el tiempo. Si esperas a comentar una posibilidad de mejora a la conversación a la entrevista, la persona pensara "¿Por qué no me lo dijo en su día?".

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3 Be transparent and respectful

When you share the results with your team, you should be transparent and respectful. You should explain the purpose, criteria, and methods of the evaluation, and how the results were derived and measured. You should also acknowledge the efforts, challenges, and contributions of your team members, and appreciate their strengths and achievements. You should avoid comparing, criticizing, or blaming your team members, and instead focus on their potential and growth. You should also encourage your team to share their opinions, perspectives, and suggestions, and listen to them attentively and empathetically.

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4 Provide constructive feedback and recognition

Another effective way to share the results with your team is to provide constructive feedback and recognition. You should give specific, actionable, and timely feedback that helps your team members improve their performance and skills, and overcome their weaknesses and challenges. You should also give positive, sincere, and meaningful recognition that motivates your team members and reinforces their confidence and self-esteem. You should use the feedback sandwich technique, which is to start and end with positive feedback, and sandwich the negative feedback in between.

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Nikola Stanisavljević

BSc | Product Manager | Shipping SaaS Apps
Some of the methods to consider aside from the Sandwich (Wrap) technique are also: - Start, Stop, Continue - Starfish: With a five-point star, participants are encouraged to write what they want the subject of feedback to keep doing, do more of, do less of, start doing, stop doing.
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5 Set SMART goals and follow up

The final step is to set SMART goals and follow up with your team. You should work with your team to set SMART goals, which are specific, measurable, achievable, relevant, and time-bound, based on the results of the evaluation. You should also assign roles, responsibilities, and resources to your team members, and monitor their progress and performance. You should also follow up with your team regularly, and provide ongoing support, guidance, and feedback. You should also celebrate the milestones and achievements of your team, and reward their efforts and results.

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Lidia Martínez Montoro

Stress Coach - Can you imagine a stress-free society? that is my purpose.
Si después de la comunicación de las posibles mejoras no hay un seguimiento, estaremos dando por perdido el esfuerzo de ambos. El colaborador tomará esas mejoras con mayor atención si hay fechas de revisión dentro de los periodos de la evaluación de desempeño. ¿Se hacen despachos individuales periódicos? ¿Hay plantillas o modelos de seguimiento de las medidas comentadas? Un tip sería agendar por email la próxima reunión individual adjuntando la información o el mismo documento a trabajar en dicha sesión de seguimiento.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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What are effective ways to share team performance evaluation results with your team?

1

2

3

4

5

6

1 Prepare the results in advance

2 Choose the right time and format

3 Be transparent and respectful

4 Provide constructive feedback and recognition

5 Set SMART goals and follow up

6 Here’s what else to consider

Team Leadership

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What are effective ways to share team performance evaluation results with your team?

1

2

3

4

5

6

1 Prepare the results in advance

2 Choose the right time and format

3 Be transparent and respectful

4 Provide constructive feedback and recognition

5 Set SMART goals and follow up

6 Here’s what else to consider

Team Leadership

Rate this article

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