The Best Way for Managers to Assess Their Team
For first-time managers, one of the toughest challenges is evaluating how well their team is performing. Without clear benchmarks and guidance, these new leaders may struggle to identify problems or optimize team output. As HR leaders, you play a vital role in guiding them through this process. An effective team assessment doesn’t just measure productivity—it identifies opportunities for improving collaboration, accountability and trust.
Proactive team assessment is becoming more and more relevant in today’s increasingly remote and hybrid work environments
Understanding What Makes a Team Effective
Before we dive into the “how,” it’s important to clarify the “what.” A high-performing team is more than a group of individuals completing tasks. It’s a cohesive unit aligned on goals, communication styles, responsibilities, and values.
Key elements of effective teams include:
- Clear objectives and role clarity
- Open and respectful communication
- Mutual accountability
- Psychological safety and respectful debate
- High engagement and morale
- Superior results
If any of these elements are missing, performance often suffers, especially under the direction of a new manager still learning the ropes.
HR’s Role in Supporting Team Evaluation
HR leaders are perfectly positioned to help new managers understand and apply team assessments. Rather than leaving it to guesswork, structured evaluation tools and coaching can ensure consistency and impact.
Here’s how HR can help:
- Provide templates and tools to measure team effectiveness
- Coach new managers on interpreting results
- Help foster an environment where people feel safe expressing dissenting opinions
- Encourage regular check-ins and one-on-one meetings
- Facilitate feedback loops across team members
To simplify the process, consider breaking it down into measurable, actionable steps:
Set Clear Metrics: Decide what success looks like. Align on KPIs like:
- Project delivery timelines
- Employee satisfaction scores
- Peer feedback
- Task ownership and follow-through
Use a Team Effectiveness Assessment Tool: Tools such as the Tuckman’s Team Development Model (forming-storming-norming-performing), and Lencioni’s Five Dysfunctions of a Team offer proven frameworks to identify strengths and gaps.
This quick team assessment is based on Patrick Lencioni’s book,
The Five Dysfunctions of a Team:
TAKE THE ASSESSMENT NOW
Gather 360-Degree Feedback: Encourage a culture of transparency. Use peer evaluations, self-assessments, and supervisor reviews to create a complete picture.
Analyze and Act: Help managers interpret the data. Identify trends, root causes of dysfunction, and areas for targeted development. HR can then co-create a development plan to close performance gaps.
Common Pitfalls New Managers Should Avoid
New managers, especially those promoted internally, often fall into one of the following traps:
- Avoiding Difficult Conversations: Feedback is vital, even when uncomfortable.
- Micromanaging: Trust is foundational. Guide, don’t hover.
- Focusing Solely on Output: Measure process health too, such as communication, inclusion and trust.
HR can proactively coach managers through these pitfalls with scenario-based learning or mentorship programs.
Next Steps for HR Leaders
To truly support new managers:
- Build a resource library of assessment tools
- Incorporate team evaluation training into your leadership development programs
- Offer coaching or “office hours” to interpret feedback and metrics
By helping managers gain insight into their teams, you’re not just supporting individual success—you’re cultivating a resilient, high-performing culture.
Conclusion: Assessing Team Effectiveness is Ongoing
Assessing team effectiveness is not a one-off task; it’s a continuous journey. For HR leaders supporting new managers, it’s one of the most strategic ways to elevate leadership impact. With the right tools, a consistent process, and a culture of open feedback, even first-time managers can confidently steer their teams toward high performance.
