Framework for assessing your team's performance within your agency

This month, our directors have been preparing for pay reviews by gathering information from department heads. They're using a straightforward method to evaluate each team member's performance based on a few key factors. This approach has helped to simplify my job. It also reassures me that detailed, logical discussions are taking place that build up to pay reviews rather than just picking people at the last minute.

The agency model revolves around people, so it's crucial to ensure your team is thriving, receiving regular feedback, and understanding their roles clearly. Remember, your clients are paying for your team's time and expertise—these are your most valuable assets.

Option 1: Performance

This is my preferred option. Simply place your team's name in the left-hand matrix based on the descriptions outlined in the right-hand matrix.

Anyone in the top green section should be considered for a raise and/or promotion, while those in the bottom-left red quadrant need to be put on performance reviews.

Once everyone is mapped, you can identify who has the potential to grow over the next year with the right training and support. You can also pinpoint those who are hard workers and good for culture but may not reach industry-defining heights. These people are still valuable to your agency when placed in the right role.

Option 2: Values

It's a similar concept, but this time, you're assessing performance against your agency's core values. Core values are crucial; their importance often becomes apparent only after you've made a bad hire. This assessment is less about performance metrics and more about individual attitudes and ways of thinking. It can help identify the role of the previously mentioned workhorses within the overall team.

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