The employee who accepts responsibility for doing a task carries the burden of seeing that the task is completed as promised. The most effective way to evaluate a team member is by comparing results with objectives. Actual results would determine if the team member succeeded. Don't let personality factors cloud your judgment. Evaluation must be objective.
Once quantitative aspects are determined--whether results were achieved as specified--you can assess other aspects of the team member's work. This closer look provides insight into other factors that may have affected results--including the employee's work style. Some additionalfactors to evaluate include the following.
What was the quality of the work done? When you evaluate the quality of a delegated task, concentrate on the quality of the results. Were results adequate to meet desired goals? Did the team member exceed expectations? Exert extra effort? Was attention given to details of the assignment?
Did the team member achieve the desired results efficiently? Did the team member spend an inordinate amount of time or use excessive resources?
Did the team member complete the assignment on time or ahead of schedule? Did she have and show a sense of urgency? Did she do the right things at the right time? Did she allocate her time effectively between different parts of the assignment? Did she bring problems or questions to your attention at the appropriate time?
Was the team member resourceful and creative at overcoming obstacles? Did he seek the opinion of others about how to complete the task most effectively? Did he show insight and vision in completing the assignment?
Did the team member achieve results while strengthening relationships with others, both inside and outside of the department? Was he successful at obtaining the cooperation of the support staff, peers, and other managers? Did he demonstrate effective interpersonal skills and sensitivity in working with others?