Leadership in Business: Performance Evaluation and Counselling Session

This report addresses challenges faced by a newly appointed team leader whose team relationships have faltered. The report outlines a comprehensive approach to performance evaluation and counselling. It begins with identifying issues, followed by documentation of performance declines, and communication with the team to address concerns. An action plan is created, including training and assistance to support team members. The report details steps for the involvement of relevant parties, including the manager and peers, and proposes follow-up steps such as performance reviews and addressing challenges. The conclusion provides contingency plans for failure, including re-evaluation and, if necessary, escalation to higher authorities, providing a structured framework for resolving team conflicts and improving performance.

Running head: LEADERSHIP IN BUSINESS
Leadership in business
Name of Student
Name of University
Author Note:

1LEADERSHIP IN BUSINESS
Introduction
This is inform you that, as per the decision of the management, I have been promoted to the
designation of a team leader in the organization nearly 10 months back. I hereby acknowledge
the fact that other eligible candidates for the position were two of my colleagues and peers.
Although, I consider all the candidatures to be equally deserving for the position, I also respect
the decision of the team on their final decision. However, it is a matter of great concern and
dismay that relationships in the team have faltered since my appointment. Despite numerous
attempts to resolve the issues, the problems persisted and rather turned grave over time.
Therefore, I would present a performance evaluation and counselling session to address the
recurring problem.
Discussion
Steps for performance evaluation and counselling session:
Identification
The very first step towards arranging a counselling session is identification of the all the issues.
All details would be identified and every underlying problem known would be considered before
arranging the session. There would also be an identification of the factors or forces that are
causing the problems. It would be determined who has the power to control and influences the
factors. This step would be considered to identify the very root causes of the problem. It is only
with proper identification of the problems that methods of solving the same can be undertaken.
Documentation
The next step required is proper documentation of all the necessary proofs that showcase a
decline in performance. Graphs and statistical data would be arranged to portray the decline in
quality performance. Individual record of contribution will be noted to evaluate performance.

2LEADERSHIP IN BUSINESS
Anonymous statements that point towards instances where the new leadership has been ridiculed
would be recorded. Documentation is a highly necessary step as it gathers all necessary data
required to address an issue. It also provides proof pertaining to all the claims and has the ability
to justify all the issues required to be solved.
Communication
Communication is another essential step to evaluate employee performance. Needless to say, it
also plays an important role in arranging a counselling session. It is necessary to call upon a
meeting with the entire team. All the recurring issues and problems would be addressed in the
meeting. The means of communication would be two-way. The different data collected from
documentation will also be presented for the team to understand the areas where the effort is
lacking. The team would be made aware of the need for a counselling session. The idea of
openly talking about problems, issues or grievances they are facing would be promoted.
Individual, one-on-one session with members of the team would be arranged, as and when
required.
Creating an action plan
Based off on the communication and discussion with the employees, an action plan would be
created. A properly scheduled performance plan would be created for each member of the team.
It would be evaluated if the desired job role or performance is being executed by each member.
A set of tasks would be designed for individual members. A specific time period would be
provided to review the given task. An action plan is essential to evaluate the results of the
discussion. It is also required to understand if the desired job roles is being provided to every
team member and if they are satisfied with the same. Existing problems in performance can also
be identified through this step.

3LEADERSHIP IN BUSINESS
Training and Assistance
Lastly, equal opportunities would be provided to all the members to realize and rectify their
mistakes, as needed. Proper assistance and support would be given as and when required. The
work environment would be open to facilitate free communication between team leader and team
members. Required training would also be provided to enhance performance keeping the benefits
of the member in mind. This step acts as an assurance to employees that support would be
provided to them and motivate them to increase the performance value.
Person Involvement
The report would be submitted to the manager and a discussion about the necessary steps to be
undertaken would be considered as the approval of the manager remains highly essential.
The peers or candidates who were eligible for the position of team leader would be involved in
the process. Their opinions, views, problems, outlook and satisfaction regarding the selection of
the new lead would be considered.
However, two members who provided written statements about certain problems would be
anonymous due to their desire of keeping their names unknown.
Follow-Up Steps
Performance Review
The performance of employees after the counselling session would be reviewed. It is necessary
to evaluate any positive or negative changes or effects that took place.
Individual Meeting
Private meetings with each employee would be conducted to understand their opinions and views
about the session.
Addressing challenges

4LEADERSHIP IN BUSINESS
All challenges faced by the employees during the session would be addressed. If required, a
second chance would be provided to work towards improvement.
Monitoring
Behavioral tendencies and attitudes of team members would be reviewed on a daily basis post
the counselling session. An individual account of each member would be maintained to assess
their daily performance and improvement. Self-monitoring tools like activity logs, daily trackers
and checklist would be introduced so that members can keep a track of their success in attaining
goals and meeting deadlines.
Conclusion
The above mentioned steps can be undertaken to evaluate performance and arrange a counselling
session to address the problems. Although, if all measures fail, these are the necessary steps to be
taken up in-case of failure:
Re-evaluation and re-orientation
In case of failure, the problems should be re-evaluated and the gaps should be identified. The
members should be addressed once again and reasons behind the failure should be discussed.
They employees would be urged to be more open and free while stating their viewpoints and
addressing grievances. Everyone should be given another chance.
Handing over to higher authorities
In case, the problems still persists, the matter should be completely handed over to the higher
authorities to further decide upon.