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1 presentation PowerPoint Unit 333 (M&L 11): Manage team performance Allocating and assuring work 2015 City and Guilds of London Institute. All rights reserved. 1 of 13

2 Aims and objectives The aim of this lesson is to: provide the learner with the knowledge and skills required to identify the strengths, competencies and expertise of the team they are managing. The objectives are for you to: explain how to identify the strengths, competencies and strengths of the team explain how to allocate work on the basis of the teams strengths, competences and expertise explain how to identify areas for improvement in the team members performance City and Guilds of London Institute. All rights reserved. 2 of 13

3 Re-cap Benchmarks and quality management Benchmarking Total quality management Quality management techniques Amending priorities and plans 2015 City and Guilds of London Institute. All rights reserved. 3 of 13

4 What are strengths, competences and expertise? Communication skills Empathy Patience Respectful Proactive 2015 City and Guilds of London Institute. All rights reserved. 4 of 13

5 What are strengths, competences and expertise? Product knowledge Persuasive skills Time management Language skills Self manage 2015 City and Guilds of London Institute. All rights reserved. 5 of 13

6 Experience, interests and motivation Team leaders must understand what interests and motivates their team members, they should also know their teams experiences. Interests Place team members in a task that interest them. Motivation What motivates your team members? Experience What experience do your team members have? 2015 City and Guilds of London Institute. All rights reserved. 6 of 13

7 Factors that affect a teams performance The following factors will affect a teams overall performance to complete tasks. Clarity of the objective Work allocation Team dynamics Self-management Quality of leadership Skill levels Systems and resources available 2015 City and Guilds of London Institute. All rights reserved. 7 of 13

8 Work allocation The following must be considered when allocating work to team members: The experience and ability of the team member. The motivation and personal interest a team member has. The availability of team members. Other considerations are: Staff development. Types of work City and Guilds of London Institute. All rights reserved. 8 of 13

9 Work allocation When allocating any work team leaders must: give clear instructions on how the work is to be completed specify any quality/quantity targets to the team members provide a timescale for completion of the task City and Guilds of London Institute. All rights reserved. 9 of 13

10 Monitoring performance The monitoring of performance is vital if continuous improvement in any organisation is to be achieved. Monitoring performance can be achieved through: reviewing correspondence observation sales figures mystery shoppers feedback appraisals benchmarking City and Guilds of London Institute. All rights reserved. 10 of 13

11 Summary Strengths, competences and expertise Experience, interests and motivation Factors that affect a teams performance Work allocation Monitoring performance 2015 City and Guilds of London Institute. All rights reserved. 11 of 13

12 Assessment 2015 City and Guilds of London Institute. All rights reserved. 12 of 13

13 Any questions? 2015 City and Guilds of London Institute. All rights reserved. 13 of 13

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