The Project's Over – What Happened? (Part 2)

About DSA

Darryl L. Sink and Associates, Inc. (DSA) helps organizations design and develop learning and performance solutions that get results. DSA works cooperatively with organizations to:

  • accomplish internal custom projects
  • train and educate their internal staff in Instructional Systems Development.

Check out DSA presenters and Consultants at

DSA Tips Newsletter Archive

If you haven’t visited the tips archives lately, check it out –

Darryl’s tips are now conveniently organized not only by published date, but by these topics:

  • Project Management
  • Front End Analysis
  • Design Strategies
  • Instructional Strategies/Techniques
  • Measurement/Evaluation
  • Implementation
  • Professional Development
  • Coaching with DSA Tips

We have lots of great ideas just waiting for you to use!

Tap into DSA’s expertise and experience!

Call me at 831-649-8384 or email me at

Bring our expert presenters on-site with a workshop from DSA. Click here for details. Call or E-mail Jane Sink to help you decide which workshops are right for your group.

In Part 1 of this month's tip we provided a matrix to help collect data during a project and a strategy to analyze the data by comparing the cells in the matrix. Of course, we want to identify lessons learned from what might have not gone so well. The analysis of the evaluation data need not always focus on bad news. We can and should use the analysis data to identify outstanding achievements in different areas and to reward the key people who are responsible for these achievements.

Using our Evaluation Matrix, achievements may occur at each of the three levels: results, processes, and resources. Here is a checklist of different types of outstanding achievements in the three categories.

  1. Positive Consequences
  2. Public Recognition
  3. Recognition From the Top

You can identify these achievements when you are comparing the planned and the actual columns in the Evaluation Matrix.

Once you have identified achievements, it is very important for you to recognize and reward the people responsible for them. If a team has done the work, you will want to recognize and reward the team. This is one of the major functions of a front line manager.

You can reward these outstanding achievers in several different ways:

This concludes the two-part tip on evaluation after the project is over. In Part 1, we discussed how to identify continuous improvement ideas and in Part 2 how to recognize outstanding achievements.

See you next time,