Yes, And How is the Team Member Doing?

Last week, we talked about Team Morale as a Key Result Area (KRA). Remember, the work of a manager is different than the work of a team member. Another KRA that often escapes the role description is Team Member Development.

Key Result Area – Team Member Development

Context – An important accountability for every manager in our company is to pay attention to the team. The most critical work product in our company requires high levels of competence, cooperation and support between team members in collateral working relationships. It is incumbent on the manager to use their discretionary judgment in the selection and retention of team members.

Tasks and Activities – The manager will clearly assign tasks within the capability and competence of the team member. Routinely, the manager will test the team member’s capability and competence with project work to determine if the team member is capable of more complex work and if the team member has achieved a higher skill level. The manager will routinely assess the effectiveness of the team member to determine additional skills training, assignment of more complex work and consideration for promotion.

Accountability – The manager is accountable for evaluating the effectiveness of each team member, identifying effectiveness at level of work and skill competence. The manager will review this team member assessment each month in a 1-1 discussion with their manager, to identify potential for higher level of work, adjustment to lower level of work, additional skills training, cross-training, reassignment or de-selection.

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