Confused About Criteria for "Best Team of the Quarter" Award? Need Your Guidance!

As you know, I am working with an IT company. I have thought to start an award for the "Best Team of the Quarter," but now I am confused about what the criteria should be. There was a great response from your side regarding the Best Employee of the Month.

Now, please guide me and tell me what the criteria for this should be?

The easiest way of measuring a team is through revenue returns. However, that might not be a complete measure.

A team can be measured on many different criteria, with categories such as the best self-managed team, highest-performing team, best knowledge-sharing team, best collaboration, highest improvement, and so on.

However, the trick is in measuring how critical the delivery is. One team may deliver a low-end project, whereas another may have far greater responsibilities and higher financial stakes.

It might be easy for a team of coders or testers to remain the highest-performing team, whereas the team for Quality Assurance might be under pressure.

Please keep a complete view of the supportive functions while measuring the team's success.

Here are a few materials to get you started. These aren't direct materials but will help you build a basic understanding with new ideas.

Building Team's Effectiveness
(Link updated to site home) (Search on Cite | Search on Google)

Measure Your Team's Success

Looking forward to discussing more on this.

Thank you for your continuous help. I really appreciate the things you told me. As far as my view is concerned, I have defined three points and will add your points:

1. Teamwork
2. Productivity
3. Resource Utilization

Are these correct?

Thank you.
Regards

Teamwork and Collaboration: Key Measures

Teamwork and collaboration are the perfect measures. Please keep a close watch on productivity, as some may have more demanding jobs. Identify cushions for the teams working on critical projects.

Resource Utilization Beyond Workforce Management

Resource utilization needs to stretch beyond Workforce Management. Allocation and delegation might come naturally. Identify how easily the team complements strengths and stretches limits to support each other.

Avoiding the Pitfall of Individual Gains

Above all, please avoid the pitfall of stars in the team. Members working for individual gains and personal targets might increase unless you measure success only through each other. Suppose in a team of six, three team members are high performers. They shouldn't just stay focused on shooting the performance targets through their own performance but helping a lower-performing team member achieve his/her goals.

Acknowledging Supportive Functions

Acknowledge the supportive functions such as accommodative clients to work for, better training programs, team members employed with the firm for a longer duration, appreciative and fostering leadership, and so on.

Evaluating Team Performance

The best measure would be to evaluate teams based on their own performance. If you can rate the improvement brought about since the last audit, you will be able to motivate the team to exceed excellence in no time.

Can you share what you have designed so far so that we can help you brainstorm further? At least give us a snapshot, and then let's discuss it further.

As I informed you, (Cite Contribution), we are currently working on those three points and the points you have provided. However, the competition has now become a bit tougher. Therefore, we are considering a few additional points that can help us determine the winner. In terms of those initial three points, everyone has performed to the best of their ability. Now, the question arises - what should we do?