Performance Management Process: Team Success

A prerequisite for the performance management process is to have a good knowledge of the organization's vision.

In the performance planning stage, only the results expected of the team are considered.

In autonomous teams, the supervisor is solely responsible for the performance execution.

Peer reviewing as a team is mandatory before meeting the supervisor.

Each team member only evaluates the performance of the overall team.

Developmental objectives are achieved by individual team members.

A variable pay system rewards team members equally regardless of their individual performance.

Organizations can only reward team performance if they abandon individual performance rewards.

Implementing team performance metrics is unnecessary if an organization has a strong individual performance management system.

Team-based rewards are only effective if they are more generous than individual rewards.

Including teams in an organization's rewards system can only have negative consequences.

Developing a performance management system that includes team performance is not necessary for organizational success.

Peer evaluations can be replaced by supervisor evaluations without affecting workload sharing and cooperation.

Individual performance is not a metric used to measure team performance.

The performance review stage involves only one meeting between the supervisor and team members.

Performance renewal and recontracting is a separate stage from performance planning.

Team performance metrics include only effectiveness and efficiency.

A performance management system that includes team performance is identical to one that only includes individual performance.