Your Name Class Daytime Your Team's Name Evaluate Your Team
Your Nameclass Daytimeyour Teams Nameevaluate Your Team Format The
Your Name class Day/Time: Your Team’s Name Evaluate Your Team Form At the end of this course you will submit this evaluation of your team members. If you believe that a team member has contributed fully, they should be evaluated at 100%. Or, for example, if you believe that a team member has neglected his/her responsibilities and not been available to the group, or not made a full contribution, (s)he may receive less than 100%. On the other hand, you may decide to rate each member of the group at a full 100%. This feedback, along with evaluations from other team members, will constitute 10% of the individual's grade.
For Example: Ted Baxter 20%
Mary Richards 100%
Lou Grant 100%
The following rating will be confidential. Other members of your class will not see this sheet.
Instructions
Consider each of your teammate's contributions, for example:
- The team member's degree of personal commitment;
- The amount of time (s)he has spent working for your team;
- His/her creative ideas;
- Leadership and/or organizational contribution;
- Contribution in the form of personal contacts, material resources and/or money;
- The team member's initiative, dependability and attitude.
On a scale from 0–100 give them a score -- 0 to 100%. See next page for evaluation.
Evaluate Your Team
| Team Member's Name | Rating | |
|---|---|---|
| Member One | ___________________________________ | _______ |
| Member Two | ___________________________________ | _______ |
| Member Three | ___________________________________ | _______ |
| Member Four | ___________________________________ | _______ |
| Member Five | ___________________________________ | _______ |
Comments:
1 EFFECTIVE COMMUNICATION
Paper For Above instruction
Effective teamwork is a vital component of success in many contexts, ranging from academic projects to professional environments. Evaluating team members comprehensively helps ensure accountability, recognize contributions, and foster an environment of trust and collaboration. The process involves assessing various aspects of each member's participation, commitment, and overall attitude, which collectively impact the team's productivity and morale.
In the context of this evaluation form, team members are scored on a scale from 0 to 100%, reflecting their level of contribution across multiple dimensions. These include personal commitment, time invested, creativity, leadership skills, resourcefulness, initiative, dependability, and attitude. Such a holistic approach helps distinguish highly committed individuals from those who may be less engaged or inconsistent in their participation. For example, a member who consistently attends meetings, contributes innovative ideas, and supports other team members should be rated higher than someone who is frequently absent or disengaged.
Confidentiality of evaluations is crucial to promote honest and constructive feedback. Students should carefully consider each criterion, providing honest assessments based on observable behaviors and contributions. An objective rating not only benefits the individual in understanding their strengths and areas for improvement but also promotes a culture of continuous development within the team.
Effective communication, as highlighted in the comments section, remains central to successful teamwork. It encompasses clarity in expressing ideas, active listening, timely updates, and openness to feedback. Clear communication reduces misunderstandings and ensures that all team members are aligned towards common goals. Feedback from peers about communication effectiveness can identify areas for enhancement, such as reducing misunderstandings or increasing engagement.
When evaluating, it is essential to provide specific comments that justify the given scores. Constructive feedback can illuminate specific behaviors—such as punctuality, willingness to help others, or leadership initiatives—that influenced the rating. Such comments serve as valuable guidance for personal growth and team improvement.
In practice, teams should aim for balanced evaluations, recognizing exemplary contributions but also addressing areas needing improvement. Encouraging open dialogue about performance fosters mutual respect and shared commitment, ultimately driving the team towards high achievement. These evaluations not only influence individual grades but also reinforce the importance of accountability and teamwork in achieving collective success.
References
- Johnson, D. W., & Johnson, R. T. (2017). Joining together: Group theory and group skills. Pearson.
- Wheelan, S. A. (2013). Creating effective teams: A guide for members and leaders. SAGE Publications.
- Katzenbach, J. R., & Smith, D. K. (2015). The wisdom of teams: Creating the high-performance organization. HarperBusiness.
- Salas, E., Cooke, N. J., & Rosen, M. A. (2008). On Teams and Teamwork: Checklists for Understanding and Improving Teamwork. Human Factors, 50(3), 460-464.
- Hackman, J. R. (2011). Collaborative teams that work. Organizational Dynamics, 40(4), 305-310.
- Thompson, L. (2014). Making the team: A guide for managers. Pearson.
- De Dreu, C. K., & Weingart, L. R. (2003). Task Versus Relationship Conflict, Team Performance, and Team Member Satisfaction: A Meta-Analysis. Journal of Applied Psychology, 88(4), 741-749.
- Carroll, S. J., & Munro, R. (2006). Managing team conflicts. Journal of Business & Industrial Marketing, 21(7), 439-447.
- McGrath, J. E. (1984). Groups: Interaction and performance. Prentice-Hall.
- Stacey, R. D. (2012). Tools and Techniques of Leadership and Management. Routledge.