One of the biggest challenges facing today’s leaders is that of performance – specifically, getting their teams to perform to the best of their abilities, in a consistent way that adds measurable value to the organisation.
After all, the quest for the high-performing organisation is a quest to obtain sustainable competitive advantage in an increasingly competitive world, and human assets are seen as the crucial driver!
So if you’re asking ‘How to improve my team’s performance?’ what steps can you take to better stimulate high performance amongst your team? These are all practical measures to consider:
Define team goals with an action plan
It’s important for your team to understand how their own activities support the company’s strategic direction and priorities. This is also vital if your firm’s reward and recognition scheme is aligned to its organisational priorities. So set team goals clearly with a detailed action plan so that it’s possible to track what everyone is doing, and so that individuals can see what their colleagues are doing – and how it all links together.
Clarify roles and responsibilities
The more you can delegate and offer autonomy, the more motivated your talented workers are going to be to perform. Nothing is more demotivating than being micromanaged, so resist doing it. If you need to constantly micromanage an individual, it may simply be that they aren’t in the right role. Get your hiring right, and bring in people who can do the job. Once you’ve done this, let them get on with it!
Praise and recognise
There is nothing better than receiving heartfelt praise for a job well done. All too often we assume that rewards need to be financial or physical, but a well thought out thank you and appropriate gesture of recognition can go a long way. Think about the recognition that is meaningful to the recipient. It could be a card, a recommendation or a stretch project with responsibilities. Or even a promotion.
Get better at hosting meetings
Great performance begins with productive, constructive meetings. Get better at hosting meetings with a clear structure and agenda. Clarify roles and encourage active participation, recognising that conflict can be a route to creativity. Stick to timings and be active in moving agenda items on when they no longer serve a purpose.
360-feedback is a great way of getting a more rounded perspective of what’s going on. It doesn’t need to be a formal arrangement; just an opportunity to swap feedback between managers and colleagues without the barriers of hierarchy. Get into the habit of asking your team what you are doing well and what they would like to see more of – or a change to.
Looking for extra help?
For expert help from an experienced coach, please contact me for details of the flexible and bespoke packages I offer for a variety of needs. Whether you are looking to build your leadership capabilities or to grow personally, I can help you to achieve your goals. Please contact me for further information.