How do you measure and reward the performance and outcomes of your delegated and empowered team?

Measuring the members of your team, is fairly simple. If they were delegated a task (opportunity) then what is the level of outcome. As far as a reward, that is a little more complicated. As there is not a one size fits all. But rewards need to be consistent and have value in the eyes of the recipient. For delegating responsibly to a team member. Ideally you provide opportunities that are of interest to the individual. Initially they need to be tasks that you feel have a high chance of succes. This way you allow your team to be encouraged by the succes, while helping them to gain experience. Soon, as long as well managed, you will have a high preforming, motivated, collaborative and awesome team, eager for the next opportunity.

Clear goals and expectations are essential for measuring and rewarding team performance effectively. Communication of objectives, scope, deadlines, quality standards, and expected outcomes ensures everyone understands their role and contribution to overall goals.

Regular feedback and coaching are essential for measuring and rewarding team performance effectively. They help monitor progress, offer constructive feedback, and provide support for professional growth and development.

One of my favorite tips is to end constructive feedback with a question. This turns feedback into a dialogue, helping your team to see it not as a final verdict, but rather as an open discussion for mutual understanding and growth.

Use objective KPIs and relevant data to measure and reward team performance effectively, avoiding subjective criteria for fair assessment.

Celebrate and reward achievements to foster motivation and engagement. Recognize efforts with tangible rewards like bonuses, incentives, promotions, and cultivate a culture of peer appreciation for sustained performance.

Seek feedback and take action accordingly to measure and reward team performance effectively. Ask for input on delegation processes, empowerment, satisfaction levels, and engagement. Act on their feedback by making necessary changes or improvements to enhance team performance, trust, loyalty, and engagement.

Here are some additional suggestions: - Conduct regular performance reviews to provide constructive feedback on individual and team achievements. - Set clear goals and expectations during these reviews, and recognize and reward accomplishments. - Implement a formal recognition and reward system to acknowledge outstanding performance. - Offer both intrinsic and extrinsic rewards, such as praise, promotions, bonuses, or additional responsibilities. - Provide opportunities for skill development and career advancement. - Support training programs, workshops, and mentorship initiatives to help team members grow in their roles

Inspect What Is Expected One must inspect what you were told you could expect. Achieving a goal doesn't happen all at once and waiting until the end of a project or expected goal to determine if it has been achieved is too late. Inspecting what was expected throughout the goal journey helps everyone stay on the course to achieving the expected goal.