Team Performance Plan for Posh Foods: Grow Business Operations in Australia

This Team Performance Plan outlines the objectives, responsibilities, and key activities of Posh Foods team to grow its business operations in Australia. It also includes strategies for monitoring individual and team performance, fostering team support, and effective communication with stakeholders.

Leading Others
start a)
Team Performance Plan
Name of Team: Posh Foods
Plan timeframe: 12 Months
Name of Manager: Cameron
Date of the performance planning discussion
Date of mid-cycle review discussion
Date of end cycle review discussion

Leading Others
1. Outputs, projects, and deliverables: What will your main work be this year?
What elements of your work area’s Business Plan will you be responsible for or contribute to?
Presently, Posh Foods offers unique and quality food products by using the best ingredients at an affordable price in Sydney. Cameron Squires is
a Group General Manager of Posh Foods who wants to grow its business segment by providing food services all across Australia. In order to
achieve this, he is working hard to set up to distribution and logistics in Victoria, South Australia, and Regional NSW (Poshfoods.com.au, 2019).
Elements of business plan
Industry analysis, target audience analysis, location analysis, staff management, staff training, excellent customer service, and marketing
approaches are main elements of Posh Foods’s business plan which will contribute to growing business segment in Australia.
Objectives
 To grow Posh Foods business processes in Australia.
 To Improve logistics and distribution services in Regional NSW, South Australia, and Victoria
 Increase the brand value of Posh Foods by 30%
Responsibilities and key activities
In this year, Posh Foods team will be working collaboratively for making Posh Foods to be available for all Australian. The responsibilities and
key activities of the team are represented below:
 To conduct external research like market analysis, industry analysis, and target audience analysis to gather customer insights

Leading Others
 Identify key requirements of customers
 Develop and implement strategies to attract new customers
 Establish contracts with other food organizations like hotels, night clubs, and bars, restaurants, etc. to grow business processes of Posh
Foods in a cost-effective and efficient way.
 Marketing of Posh Foods products and services in Australia.
It can be summarized that the team will improve marketing strategies, food quality and logistics & distribution work areas of Posh Foods
organization.
2. Conduct and behaviors: How will you do your work and interact with others this year?
Organization values are respect, collaboration, and innovation.
 Respect -I will be treating each other with courtesy, decency, and sensitivity. I would value the contribution of others this year. Collaboration – I will actively share resources and information required to accomplish business objectives. I ensure that each team
member will work collaboratively with other team members, colleagues, and other business stakeholders. Innovation – I will be seeking out better, innovative and new methods that will help the organization to grow its business efficiently
within this year. These methods can be advanced digital marketing strategies, the use of route optimization software to offer fast product
delivery services, etc.
3. Knowledge and skills: What do you need to do your job well this year?
What learning and development activities will you undertake this year and how will your new skills and knowledge be applied to the job?

Leading Others
Required skills and knowledge
Below mentioned skills and knowledge should be acquired/developed in order to do the job.
Skills Knowledge
 Critical analysis and research skills
 Leadership
 Problem-solving
 Strong interpersonal skills
 Decision making
 Mentorship
 Convincing
 Recent food industry trends in Australia
 Digital marketing strategies
 Logistics and distribution activities
Learning and development activities
 Identify key requirements of the team
 Design cross-functional teams as it will help team members to transfer knowledge and skills from one another formally and directly.
 Development of a learning plan
 Seminars, workshop
 Training sessions will be conducted for all staff member so that they can develop or improve their skills and knowledge.
 Track progress
 Test knowledge and skills

Leading Others
 Evaluate the performance of the team during the learning and development process
Cross-functional team members
The aim of the Posh Foods organization is to improve logistics & distribution activities and to its business segment in different cities of
Australia. In order to achieve this, it is mandatory for logistics and distribution team, kitchen team members, customer support staff and
marketing team to work collaboratively and understand key requirements of each other. They can share knowledge and skills through cross-
functional learning strategy that will help them to achieve shared team goals. Problem-solving, critical analysis, and research skills will be
applied to acquire knowledge about recent food industry trends in Australia. Leadership skills, mentorship, interpersonal skills, and decision-
making skills will allow me to improve the marketing and logistics activities of Posh Foods (Park and Oh, 2015).
4. Did support need to do my job well?
Are there any changes to the work environment or arrangements that would assist you to do your job?
 It might be challenging for the team to contract with other restaurants and hotels within one year in Australia. In order to resolve this
problem, the General Manager can design two or more teams and each team will work in a different area.
 There is a need to make changes in logistics and distribution business support activities. The General Manager and HR Manager of Posh
Foods organization should hire experienced Sales and Supply Managers and logistics staff who will contribute to set up business in
different cities in Australia.
 The organization will have to change its existing marketing strategies to meet business goals. The support of the technical team (Digital
marketers) will be required for promoting Posh Foods brand all across Australia.

Leading Others
 The HR department will support training, learning and development activities at the workplace to ensure that organizational changes
would have a positive impact on business.
5. How do I know if I am performing well?
What will be happening if you are performing well?
I will come to know about my performance by taking advice from my supervisor.
I am performing well if
1. I will contribute to growing the business segment.
2. I will gather positive feedback from my colleagues as well as customers.
3. I will establish a maximum number of contracts/deals with other food delivering organizations in different cities.
4. I would not make any mistake throughout the year.
5. The revenue and ROI value of Posh Foods will be increased by 25%.
TeamPerformance Plan
Project: Grow business operations of Posh Foods in Australia
Tasks
(Outputs, projects,
and deliverables)
Conduct and
behaviors
Knowledge and
skills/KPI
Support needed Monitoring Team goal Organizational
goal

Leading Others
The customer
segment of Posh
Food will be
increased by 20%.
Innovation –
Digital marketing
strategies will be
used to spread
awareness among
customers
regarding the
services of Posh
Foods.
Skills – Decision
making
Knowledge –
Customer insights
KPI- Number of
customers
The support of
the technical
team (Digital
marketers) will
be required for
promoting Posh
Foods brand all
across Australia.
The
Marketing
head will be
responsible
for measuring
team
performance
based on
customer
retention.
Build good
relationships
with customers
through social
media
To increase
customer
segment
List of business
opportunities and
threats
Collaboration –
The team
members will
work
collaboratively in
order to analyze
key industry
trends.
Knowledge –
Recent food
industry trends in
Australia
Skills - Critical
analysis and
research skills
The support of
digital marketers
required to
evaluate current
marketing
trends.
Feedback
(employee
self-
reporting)
To identify and
utilize existing
business
opportunities
To grow
business
processes in
Australia

Leading Others
KPI - High team
engagement
Establish 10-20
contracts/deals
with hotels and
restaurants
Collaboration and
respect
Skills –
Mentorship &
Convincing
KPI - Total count
of deals
General
Manager will
design more
than two teams
for getting
maximum no. of
contracts within
1 year.
Employee
self-reporting
To achieve the
maximum
number of
contracts
Grow business
processes
Improvements in
team skills
Collaboration and
respect
KPI – High team
engagement in
training sessions
(Zadah, 2013)
HR department 360-degree
feedback
Improve team
skills
Increase ROI
and
organizational
productivity
Setting up logistics
and distribution
activities 90% in
Regional NSW,
South Australia,
and Victoria
Collaboration,
respect, and
innovation
Skills -
Leadership,
Problem-solving,
Strong
interpersonal
skills, Decision
General
Manager and
HR Manager
360-degree
feedback
Finish project
on time
To Improve
logistics and
distribution
services in
Regional
NSW, South

Leading Others
making,
Mentorship
Knowledge -
Logistics and
distribution
activities
KPI – Sale of
food products in
Regional NSW,
South Australia,
and Victoria
Australia, and
Victoria
Details of new
customers
Respect,
collaboration, and
innovation
Skills –
Convincing,
problem-solving
and leadership
skills
KPI – Increased
Digital
marketers
Employee
self-feedback
Attract new
customers
To increase
customer
segment

Leading Others
ROI value
Part b)
ImplementationStrategy including (150-200 words)
Q1 Strategy for monitoring individual and team performance against KPIs and objectives: -
Key Performance indicators should be strongly linked with business objectives. In order to meet business goals and objectives, it is
important to monitor team and individual performance against KPIs as well as business objectives. The regular meeting is one of the
best ways that can be used by the organization as it provides a direct and practical way to monitor team and individual performance
against business objectives and KPIs. Moreover, regular meetings often provide an early indicator of project progress and the level of
team performance which allows business organizations to accomplish business goals and objectives. The senior management and team
members can explore critical issues at an early stage during regular meeting sessions. If a team does not perform well in the project, the
business organizations can manage this situation at an early stage by discussing critical team performance issues along with appropriate
solutions in regular meetings (Dorcak et al., 2017) .
Q2 Actions to be taken to encourage and foster a shared understanding of purpose, roles, and responsibilities:
In the stage of team formation, all team members should focus on a shared understanding of team structure, purpose, mission, work
plans, strategies, along with individual responsibilities of team members. To foster and encourage a shared understanding of roles and
purpose, the team leader should conduct team building workshops. In the workshops, all team members will be provided with an
opportunity of shared understanding of individual contribution in the project, critical elements of high-performance teamwork and
work plan properly. Moreover, team building workshops also help team members to address the inevitable challenges faced by them

Leading Others
(NuPITA, 2012) .
Q3 Techniques to be used to facilitate team cohesion and support for each other to achieve individual and team goals:
Techniques
1. Value contribution of each team member – All team members should participate actively and dedicatedly to increase team
cohesion and accomplish their team goals (임임임, 2010) .
2. Resolve conflicts within groups – The overall performance of team members can be affected negatively if they will face a
couple of challenges. The team members should resolve conflicts, petty disputes immediately in the group. In case, if the team
fail to resolve problems, then they can involve a supervisor or manager in the conflict resolution process.
3. Provide feedback – The senior management of business organizations can conduct both causal and formal evaluation in order to
provide feedback to all team members about their performance and work status. The senior management should provide
positive as well as negative feedback to team members as it will remain confident and motivated which will further help them to
achieve individual and team goals (Smith, 2015) .
Q4
.
List own actions to be taken to model desired behavior and practices including promoting trust and use of strategic networks:
 First of all, it is essential for all team members to decide desirable behavior for the team based on the majority of team
members’ opinions.
 After that, the team should specify which type of desired behavior model will be suitable to achieve behavior sustainability.
The team can establish the desired behavior model focussed on accelerating performance or sustaining performance or both in
context to team vision and purpose. Before deciding a particular model, the team should evaluate the behavior attributes
supported by the particular model. For example
o Attributes of accelerating performance behavior – taking initiative, building commitment to stretch goals, integrating

Leading Others
activities and outputs, streamlining processes, etc.
o Attributes of sustaining performance behavior – tracking performance, clarifying objectives, keep information flow, etc.
 With the use of accelerating performance model or sustaining performance model, it will be easy for the team to achieve
sustainability of the desired behavior.
 The team should use the strategic network in order to minimize the execution of unwanted practices (Smith, 2015) .
Q5 List at least five points that how you training or support that will be provided to the team:
The support/training can be provided by
1. Effective communication among team members
2. Increasing confidence of team members
3. Incorporating strengths into performance reviews and conversations
4. Open training or career growth opportunities for the team
5. Encouraging cross-training among (Tai, 2012)
6. Providing special assignments to the team which will enhance their team working skills
Q6 Discuss at least three strategies for fostering team support of each other to achieve KPIs and objectives:
1. Create opportunities for employees for developing their skills - The team members should be provided with continuous
development opportunities so that they can develop skills and knowledge that will be required to achieve KPI and objectives.
2. Be supportive and encourage team members – The team leader should be supportive and help team members in several
ways. It is the responsibility of the team leader to develop positive energy and attitude among team members so that they will

Leading Others
support each other when working on the project.
3. Encourage teamwork – The team members should be encouraged through a reward system, recognition, feedback or
conversations. On the basis of partial completion of project work, the team leader should encourage team members to achieve
KPIs and objectives of Posh Foods (Lindley, 2017) .
Q7 Strategies for communicating effectively with a range of stakeholders regarding team performance:
Stakeholders involved in
communication
Responsible stakeholder Information to be shared Communication strategy
All team members The team leader or General
Manager
The team members should
resolve conflicts and petty
disputes through
transparent and open
communication. They
should be respectful and do
not blame each other
during communication(Yi,
2015) .
Be respectful and don’t blame
All team members, General
Manager
Team leader The Posh team members
can discuss their work
status regularly from
anywhere by using online
Communicate daily through
online collaboration tools

Leading Others
collaboration tools.
Team members, Group General
Manager, logistics staff, product
distribution staff and Senior
management of Posh Foods
Any stakeholder The business
stakeholders/team
members should
communicate the important
information in a clear,
concise and transparent
way so that it would be
easy for the audience to
understand it (Crick, 2014) .
Be clear, concise and transparent
Q8 Strategies for encouraging a two-way flow of information between the team and management (100-150 words)
Brainstorming – It is one of the best ways which can be used by the team members to communicate with the senior management at the
workplace. Brainstorming offers an effective way to the audience to discuss their ideas and opinions verbally with each other without
any issue. During brainstorming sessions, the team members can easily capture key requirements of the senior management and vice
versa.
Use two-way communication channels – In the current scenario, the availability of two-way communication channels decreases the
communication gap between the team and management. They can use different types of communication methods such as company
newsletters, social media, formal meetings, open forums, informal meetings, intranet, email, memos, etc. for communication (Varpio,
Schryer and Lingard, 2009) .
Q9 Methods for identifying and solving issues:

Leading Others
Plan, Do Check, Act (PDCA) – It is an effective technique which allows team members to successfully solve problems by following
four phases such as Plan, Do, Check and Act (Prashar, 2017) . The sub-activities of these phases are listed below:
Plan
a. Identify problem
b. Collect evidence of a problem
c. Identify impacts
d. Measure problem effectiveness
Do
a. Identify possible causes of the problem
b. Write an action plan
c. Write an experimental plan
d. Identify resources
e. Revise PDCA timetable
f. Approval of team review
Check
a. Carry out an action plan
b. Execute experimental plan
Act

Leading Others
A. Post measure of effectiveness
B. Analyze team objectives vs. results
Ishikawa diagram – It can be used by the team members for identifying issues associated with machines, material, methods, and
people.
How the organization's cultural diversity and ethical values will be adhered to:
Policy related to cultural diversity
Cultural diversity policy – Posh Foods celebrates, promotes, respects and recognizes the value of cultural diversity. Posh Foods
acknowledges that cultural diversity is key to provide a respectful and culturally sensitive working environment to workers where they
are free to enhance their experience, skills, and knowledge which further drives organizational innovation, achievement and
performance (Zapata-Barrero, 2015) .
Policy related to ethical value
Privacy policy – This policy highlights practices performed by Posh Foods in context to capturing, utilization, holding and disclosure
of sensitive information of customers collected via the website. This policy ensures that Posh Foods give its 100% to maintain the
privacy of its valuable customers (Poshfoods.com.au, 2019) .
Part –c
Case-study: ConflictManagement Case Studies

Leading Others
Forthispartofthe assessmentyouwillneedto analyze 1 workplacesituationwhereyouhave
hadtomanageconflictand/orpoorwork performance,thestrategiesand processesfollowedand
theoutcomes/recommendationsformanagingdifficultiesintheworkteam.Your report shouldinclude(foreach case study ) :
Chosen workplace conflict
The relationship between Department Manager and Team leader has damaged poorly and they communicate with each other via
third parties (other employees). The workforce has been divided into three groups in which one is favoring Department Manager,
second is favoring team leader and the third group remains neutral. Along with this, there is perceived favoritism with respect to
training and approval of leaves.
Q1 Thenatureoftheconflict/issueandhowitwas identified:
Nature of conflict – Inter-group conflict
The 5-Why technique has used to identify the root causes of conflicts occur between team Leader and
Department Manager (McFarland, 2013) . These questions asked to identify root causes are listed below:

Leading Others
Q2 The process followedwithreferencetoorganizational requirements:
The phases of the conflict resolution process
1. Bring parties together (Team leader’s group, Department Manager’s Group, and neutral group)
2. Identification of root causes of the problem by using the 5-Why technique
3. Define possible solution
4. All staff members mutually agree on a solution
Whydoyou(DepartmentManagerandTeamleader)notcommunicatewitheachotherdirectlyatworkplace?WhyDepartmentManagerdoesnotapproveleavesofstaffmembers?Whydidyounotapproachtotheseniormanagementtosolvethisproblem?WhyyoudidnotcomplainaboutbiasedpracticesofDepartmentManager?Whydoyoufailtoachieveteamgoalsandbusinessobjectives?

Leading Others
5. Solution implementation (McFarland, 2013)
6. Evaluation
Q3 Guidance or counseling provided or sought:
The Department Manager and Team Leader had been recommended to communicate directly with each other. They had
advised performing their roles and responsibilities without any kind of biases otherwise; the senior management will take
strict actions against them. The policy of leave approval has been reformed. According to the new policy, the HR Manager is
responsible for leaves approval at the workplace.
Q4. Outcomes of the conflict management process and what worked well and what could have been improved:
The existing conflicts resolved successfully. Presently, Team Leader and Department Manager are working as per
the organizational code of conduct. There might be some other types of conflicts at the workplace which have been
encountered by the staff members. There is a need to set up an open complaint box in the workplace so that
employees can share their problems with HR department confidentially. This technique will improve conflict
identification and resolution process of the company.
References

Leading Others
Crick, J. (2014). Effective team communication. In Practice, 36(2), pp.96-98.
Dorcak, P., Markovic, P., Svetozarovova, N. and Pollak, F. (2017). Key Performance Indicators in the Process of Performance Evaluation
Selected Approaches. International Journal of System Modeling and Simulation, 2(4), p.17.
Lindley, D. (2017). Establish Metrics That Encourage Teamwork. The Major Gifts Report, 19(4), pp.1-1.
McFarland, V. (2013). Root Cause Analysis. SSRN Electronic Journal.
NuPITA (2012). Team Building Module Facilitator’s Guide. [ebook] Available at:
https://www.usaid.gov/sites/default/files/documents/1864/Team-Building-Module-Facilitators-Guide.pdf [Accessed 20 May 2019].
Park, J. and Oh, J. (2015). A Study of the Effects of Cross-Functional Integration and Cross-Functional Team on New Product Development
Process Management and New Product Performance. korean management review, 44(1), p.397.
Poshfoods.com.au. (2019). Posh Foods. [online] Available at: https://www.poshfoods.com.au/fresh-updates/recipe-10/ [Accessed 20 May
2019].
Prashar, A. (2017). Adopting PDCA (Plan-Do-Check-Act) cycle for energy optimization in energy-intensive SMEs. Journal of Cleaner
Production, 145, pp.277-293.
Reilly, D. (2013). Teaching Conflict Resolution: A Model for Student Research in Cyprus. Conflict Resolution Quarterly, 30(4), pp.447-465.
Smith, J. (2015). How to Achieve Team Cohesion through Competition in Sport: An Organizational Model. The Sport Journal.

Leading Others
Tai, C. (2012). The Relationships Among Leader Social Support, Team Social Support, Team Stressors and Team Performance. Procedia -
Social and Behavioral Sciences, 57, pp.404-411.
Varpio, L., Schryer, C. and Lingard, L. (2009). Routine and adaptive expert strategies for resolving ICT mediated communication problems
in the team setting. Medical Education, 43(7), pp.680-687.
Yi, Y. (2015). Effects of team-building on communication and teamwork among nursing students. International Nursing Review, 63(1),
pp.33-40.
Zadah, K. (2013). Evaluating the performance of your PR team through key performance indicators. Journal of Aesthetic Nursing, 2(6),
pp.308-309.
Zapata-Barrero, R. (2015). Diversity and cultural policy: cultural citizenship as a tool for inclusion. International Journal of Cultural Policy,
22(4), pp.534-552.