Track Progress

You have done the groundwork with your team by now. You have a team, and individual goals that have been communicated well to your team and everyone is clear on what needs to be done. You now need to measure and monitor how your team members are tracking with their plans. It is essential to regularly review goals, objectives and KPIs for individual people and the team as a whole.

There are several ways that you can track progress with your team. Some of the ways you can track team progress are through:

• Weekly team meetings where team members update you on their progress
• Regular one-on-one sessions with team members individually
• KPI reviews to discuss whether the team is on track to meet their KPIs and, if not, what can be done to adjust the course
• Project management software that the team member uses to track progress.

Feedback is an essential tool in any workplace, and it is important to differentiate feedback from performance reviews. Feedback should be given (and received) on an on-going basis so that team members know how they are performing and understand what is expected of them. It is also an important aspect of growing your team’s potential and development.

Constructive feedback focuses on behaviour and performance, not on people or their personalities, and is given in a friendly tone that shows respect. By providing constructive feedback in this manner, team members are more likely to recognise their mistakes and avoid them in the future rather than dwell on what they may perceive as personal insults. Remember to provide positive feedback as well as constructive feedback. People do not always know when they are performing well, and positive reinforcement can help them to continue with their good efforts.

Some suggestions to provide effective feedback to your team members include:

• Be problem-focused and specific — Remember to tell your team member why something needs to change rather than just asking them to improve.
• Talk about the situation, not the individual — Use objective facts, so the employee does not feel like they are being insulted or put down personally.
• Give praise where it is due — Make sure your team members know when they are doing a great job when they are. If you have constructive feedback for one aspect of their career, but positive feedback for another, begin with the positive feedback.
• Be direct but informal — Speak in person so no miscommunication can occur over email or other technological options. A short informal meeting is a good idea and get to the point quickly.
• Be sincere — Make sure your tone or body language and manner match.
• Be timely — Positive feedback should be given while the work is still fresh in the employee’s mind, so act quickly. It can be helpful to give constructive feedback quickly too unless you are feeling angry or upset by the employee’s actions or performance. In this case, it may be best to wait until you have calmed down so you can keep the feedback as objective as possible.
• Listen — Feedback is a two-way conversation, so make sure your team members have a chance to respond to constructive feedback. This may present an opportunity to become a part of the solution.

This YouTube video explains further why feedback is so important in the workplace:

A large part of your job as a leader is to grow the potential and capabilities of your team. During your goal-setting sessions, talk to them about their personal and professional goals, and make sure you understand their strengths and weaknesses so you are able to develop them as effectively as possible.

You can provide your team members with clear direction on how to progress in their careers by helping them develop their skills and capabilities.

Five steps to developing your team skills:

1. Consider the organisation’s goals — Before you begin a plan to develop a team member, consider your organisation's short- and long-term goals. Is there a role that will need filling shortly? Perhaps your organisation needs additional managers due to a growth spurt in business.
2. Talk to your team members — Understand your team member’s aspirations and goals before assuming they want specific development. If they could benefit from additional training or responsibilities, this would be a good time to have a GROW conversation.
3. Recognise potential and readiness — Consider if your team member is ready to progress in their career, even if they have the potential to do so. Not every sales person wants or should develop into a store manager, or perhaps someone is caring for young children or elderly parents and cannot commit to extra driving or working time to achieve this.
4. Consider all types of training and development — Additional learning does not always need to be formal or part of a course or classroom. It can occur by working with an expert in the area, local networking groups, a stretch assignment or special project, one-on-one mentoring or a secondment into another department.
5. Create a plan for before, during and after — Create a plan consisting of SMART goals for the development opportunity. Be prepared by determining who will be involved and what preparation work will be involved. Do you need a contingency plan for if the team member is away from work unexpectedly? After the training is finished, it is important to ensure the team members can demonstrate their new skills while they are fresh in their minds. Putting knowledge into action is the best way to remember skills and get used to them.

Summary

• Create opportunities for regular check in’s to track team progress
• Use project management software where applicable to track team updates
• Provide constructive feedback to the team members during a project lifecycle
• Make sure your team understands that feedback is a shared leadership responsibility
• Focus on empowering your team through the feedback provided
• Provide opportunities for building team skills and capabilities

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