ChopRoom Steps to Building an Effective Team Series: Missions, Goals, and Evaluating Performance


Here at ChopRoom, we bring you an experience that cultivates just the kind of team you want in your organization. ​We are sharing our passion with our readers through a series of articles on our steps to building an effective team. We hope our insights will help you build the business you want. To get started, let’s discuss missions, goals, and evaluating performance.




As we have talked about before, all organizations have a mission, and we want to make sure that our entire team is on board with it. Not every team member uses the same process in achieving the mission. Therefore, it is important to nurture each person’s vision of how their role contributes to your organization. How is this accomplished?


It is a problem if you only talked about your mission with your employees at their initial job interviews, and then never again. As your team members gather more experience and independence in their jobs, they will further develop their understanding and dedication to their jobs and the company mission. This means the discussion of mission and vision should be revisited several times a year. Set aside time each quarter to sit down with your team members and talk about what they believe their personal mission is, what their understanding of the organization's mission is, and how their mission fits into the overall mission as a whole. 



Many organizations find it helpful for employees to write their own individual annual report including the year’s accomplishments, as well as their performance goals and professional development for the following year. Here are some highlights of what is included in the performance and development sections.


Performance Goals:

  • Fitting for the level and demand of the role

  • Measurable and related to the job description

  • Connected with higher level goals


Development Goals:

  • Learning-oriented

  • Support higher level performance


You may also be familiar with SMART goals and their importance in the goal-setting process. Here is a quick review of the acronym if this is a new concept for you:



  • What will be accomplished? What actions will you take?



  • What data will measure the goal? (How much? How many? How well?)



  • Is the goal doable? Do you have the necessary skills and resources?



  • How does the goal align with broader goals? Why is the result important?



  • What is the time-frame for accomplishing the goal?


Be sure to talk to members about the progress they are making towards established SMART goals so that employees get a sense of both their success and of the challenges that lie ahead. This will help your team members further understand how they contribute to the organization and where strengths and weaknesses lie.


Evaluating Performance:

Effectively evaluating performance in your organization goes beyond assuring that your team members are dotting "i's" and crossing "t's". Naturally, you will want to evaluate performance to ensure productivity in hopes of increasing it. However, evaluation is more about metrics - this is the time for discussion about successes, hopes, and actions. Here are three discussion points that ChopRoom recommends when evaluating performance:


1). What do you care about in performing your job?

No one wants to go to a job where they feel like they are recreating a character from the movie Office Space. We all want to be validated by something we truly care about in our work. Sit down with your team member and find out what motivates them. You may know the answers to these questions (bonus points to you!) and if you do not, you should learn. A team member might care about providing exceptional customer service or contributing to their communities through corporate citizenship. Those things are important to know so that you can help your team member hone their skills and goals.


2). What does the word “success” mean to this team?

Success means something different to everyone. For many people, success does not mean being perfect, but it could mean living their passion or making an overall difference for their target population. Talk to each employee about how they define personal success, and how they define it for the overall organization. How will they know when they have been successful?


3). What actions can we take to reach our stated goals?

Each team member makes up their own SMART goals for their individual performances. What about organizational SMART goals? How can you all work together as a team to achieve your stated goals? This is where ChopRoom can fit into your plan. At ChopRoom, we focus on communication and decision-making. Team members work together to create one-of-a-kind cuisine without recipes - it's a full business cycle in 30 minutes! Share your organization’s goals with us, and we can make recommendations about how you can get the most out of your event and tailor the experience accordingly.


Ready to invest in your employees? Contact ChopRoom today to book your team building event! Call 612-440-8383 or email





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