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Adapt Performance Management for Teams

Align the existing performance management framework with how employees work to boost the productivity, performance, and engagement of teams.

  • Many PM frameworks are not designed for teams. Organizations continue to focus on individuals for performance evaluation, rewards, and recognition, regardless of how work is carried out and whether teams exist.
  • Misalignment between how work is done and how it is evaluated leads to poor employee performance, decreased engagement, and ineffective overall PM.

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Our Advice

Critical Insight

  • Work today requires more collaboration and teams are becoming more prevalent, yet performance management is failing to keep up. Performance management frameworks need to align with how work is carried out, otherwise organizations are at risk of decreased performance and engagement within their teams.

Impact and Result

  • Determine where team-based PM is appropriate by identifying eligible teams.
  • Adapt the existing PM framework for eligible teams by customizing the following building blocks to meet their needs: process, goal setting, competencies, feedback and coaching, crowdsourced feedback, and ratings.

Adapt Performance Management for Teams Research & Tools

1. Plan to optimize performance management for teams

Determine which teams will be using team-based PM, establish the key attributes of eligible teams, identify common challenges of team-based PM, and set goals and metrics.

2. Adapt the performance management framework

Customize the PM building blocks for each eligible team, align rewards and recognition programs, and obtain stakeholder buy-in.

3. Communicate and prepare for the team-based framework

Outline accountabilities, address pushback, and develop an action and communication plan.

Workshop: Adapt Performance Management for Teams

Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.

Module 1: Plan to optimize performance management for teams

The Purpose

  • Assess current PM practices.
  • Set goals and metrics for success.
  • Establish a team-based PM process.

Key Benefits Achieved

  • Current PM practices evaluated
  • Goals and metrics determined
  • A team-based PM process formed




Assess the existing PM framework, discuss team attributes, and identify challenges.

  • Current-state assessment

Define the organization’s PM goals and metrics.

  • Goals and metrics

Tailor the PM process for the entire organization.


Tailor the PM process for teams.

  • Tailored process for overall and team-based PM frameworks

Module 2: Adapt the performance management framework

The Purpose

  • Customize the PM building blocks for each eligible team

Key Benefits Achieved

  • Performance management building blocks modified




Clarify the approach to goal management.


Identify and select competencies.


Determine proficiency levels for competencies.


Assess current feedback and coaching activities in the organization.


Determine whether crowdsourced feedback will be used across the organization or just for teams.


Determine if ratings will be used and develop a rating scale.

  • Customized PM building blocks

Module 3: Communicate and prepare for the team-based framework

The Purpose

  • Align HR programs with the team-based PM framework.
  • Outline accountabilities for HR, team leaders, team members, and reporting managers.
  • Obtain stakeholder buy-in.
  • Support the communication of the team-based framework.

Key Benefits Achieved

  • HR programs integrated
  • Accountabilities determined
  • Stakeholder buy-in acquired
  • Communication and action plan developed




Plan for calibration meetings.


Evaluate the alignment of other HR practices with PM.

  • Aligned PM practices

Confirm accountabilities for key stakeholders.

  • Confirmed stakeholder accountabilities

Prepare to respond to pushback.


Develop an action and communication plan.

  • HR Action and Communication Plan

About McLean & Company

McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.

What Is a Blueprint?

A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your HR problems.

Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.

Need Extra Help?
Speak With An Analyst

Get the help you need in this 3-phase advisory process. You'll receive 7 touchpoints with our researchers, all included in your membership.

Guided Implementation 1: Plan to optimize performance management for teams
  • Call 1: Review the teams that are eligible for team-based PM and their attributes.
  • Call 2: Identify risk of experiencing common challenges and determine objectives for future state.

Guided Implementation 2: Adapt the performance management framework
  • Call 1: Review customization of building blocks for each team.
  • Call 2: Determine appropriate approach to CSF and discuss potential for removing ratings.
  • Call 3: Discuss the alignment of rewards and recognition programs with the new framework.

Guided Implementation 3: Communicate and prepare for the team-based framework
  • Call 1: Review accountabilities of key stakeholders and prepare to address pushback.
  • Call 2: Review the action and communication plan.


  • Paul Boston, Organizational High Performance Development Specialist, President and Founder, Actus Performance Inc.
  • David Burleigh, Leadership Effectiveness Coach
  • Marjorie Derven, Director, Valeocon Management Consulting
  • Steven Keizer, Director of Quality, CCRM
  • Tom Marsden, CEO, Saberr
  • Jeff Waldman, Head of People & Culture, BiblioCommons
  • Hua Wang, Assistant Professor, University of Toronto