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individuals, results in disappointing others who could feel particularly slighted. |
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When evaluating individual performance, the project leader should request input from other core team members before reaching his final assessment and recommendation. By sharing this important responsibility, the project leader can more fairly provide balanced and objective input and minimize any personal bias which might influence the evaluation of team members. It is critical to the successful management of an international project team that the project leader's recommendations are considered seriously by the functional manager before the employee's overall yearly performance evaluation is finalized. This process must be encouraged and supported by senior management. While assessing individual performance and achievement at the end of every year is reasonably accomplished, it is much more difficult at key milestones or at the end of a project when you want to assign special bonuses to individuals. How, for example, do you evaluate and reward the performance and impact of someone who has been on a project for a number of years with a colleague who has only been on a project for less than one year? Assuming equal performance, it is fair to reward the former more than the latter. To equitably accomplish this, a performance grid is recommended as a tool for the project leader. See the example below of project performance/years on a project. |
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| | | Rating | | | | | Superior | | | | | Excellent | | | | | Very Good | | | |
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Of course, to send the right message to the organization, care must be taken to reward the better performers significantly more than the average performers. Consistent with setting aggressive team and individual goals, average performance does not deserve special recognition. In addition, the project leader needs to be aware that individuals, who at one time contributed significantly to the project and who are now reassigned to other responsibilities, should not be forgotten, for they too deserve reward and recognition. |
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