Advertising
Advertising

Published on June 11, 2019

The Secrets of High Performing Teams: 9 Tips from Top Business Leaders

The Secrets of High Performing Teams: 9 Tips from Top Business Leaders

It’s basic human nature to form teams. After all, it didn’t take long for cavemen to realize the benefits of teamwork. It became fairly evident that a lone human out on the prairie was likely to be killed and eaten by predators, but a group of humans could organize so that what was originally a predator could become the prey of humans.

This is the synergistic effect of teamwork.[1] What is impossible to accomplish alone becomes possible with coordinated efforts of a team.

In its simplest form, a team can be defined as “a group of people coming together, all working towards a common goal”. But that’s just the basics. Using that definition, ANY group of people can be considered a team. Smart business people know how to assemble high performing teams that can give them an edge on the competition.

A poorly managed or low performing team can create many more problems than they solve. On the other hand, when managed correctly, high performing teams are the best single assets any business can have:

  • Promoting a sense of commitment – High performing teams promote a deep sense of commitment and loyalty to both the team’s goals and the organization.
  • Better results – High performing teams will usually produce better results than a standard team no matter what metric is used to evaluate them. Quality of result, making deadlines, schedules, etc.
  • Having clearly defined roles – Individual team members will have a clear understanding of both the team’s goals and their individual roles within that framework.
  • Promoting healthy competition – Having each team member understand exactly how their contribution contributes to the success of the team fosters a sense of obligation to coworkers that can enhance performance.
  • Complementary skills – A high performing team will consist of diverse members with varying expertise. This allows for constructive brainstorming sessions that build off of one another’s contributions.
  • Building trust – Members of a high performing team develop an interdependence on the other team members in order to complete the project. This interdependence is what builds trust within the group.

As a manager, your success or failure can be determined by your ability to create and manage a high performing team. After all, in business, we are all judged by the results that we bring to the company.

If you can master the ability to form and maintain high performing teams, you become a very valuable asset to your company. Use these 9 tips from top business leaders to develop a high performing team:

1. Have a Clear and Concise Goals

This needs to start at the top. Upper management needs to set and clearly communicate the goals and values of the organization. This should be accomplished through the development of vision and mission statements so that the overarching goals of the organization are concrete and clear to everyone.

Using the mission statement as a framework, the department heads can then set clear goals for the teams within their divisions. In turn, managers, using the framework passed down from the department heads can set goals for their individual teams.

By using this approach, everyone is aware of their individual goals, their team goals and how those goals contribute to achieving the overall goals set forth in the mission statement.

Advertising

2. Make It Exclusive

Successful business leaders know that people will actually work harder and be happier if what they are working on is seen as exclusive or special. Everyone likes to be apart of an elite group.

A good manager can create an air of exclusivity by using rigorous hiring standards as well as high performance standards. That, coupled with a compensation package that is unique to the group, (this can be higher pay, performance bonuses, extra vacation, flex-time, telecommuting etc.).

All of these things combine to create an exclusive atmosphere that encourages people to strive to gain entrance and maintain their position within the team.

3. Evaluate Skill Sets

This is an ongoing process. You should have a good idea of what skills are needed before you even form a team. Only when you are clear on the skill sets needed for the project should you then begin to assemble your team.

Once you have recruited the members of the team, don’t forget to continually monitor and evaluate their performance to ensure the standards and goals are being met.

4. Pull, Don’t Push

As a team leader, you need to lead by example. Anyone can bark orders and make demands of employees, but if you are willing to lead the way, it shows an understanding of the demands of the project as well as legitimizing your role as leader.

This rule should also be followed when an individual team member isn’t living up to expectations. Your first order of business should be to determine why they aren’t performing up to the standard.

Is it an issue of not having the right resources to do the job? A communication problem within the group, or a personal issue that is causing a distraction?

Whatever the case, a good team leader will take the time to understand the problem and then help facilitate a solution. Help your team tease out solutions instead of just demanding results.

Advertising

5. Promote Collaborative Decision Making

Abiding by this one rule upfront can save you serious headaches down the road.

Start by having regular team meetings to discuss both the overall progress of the team as well as the progress of the individual team members. When done right, these meetings will highlight potential problem areas that are likely to arise. Remember, that every individual’s actions within the group can affect every other person’s performance so identifying potential conflicts early is the goal.

By utilizing a collaborative decision making process, individuals within the group are more likely to be satisfied and take ownership of the solution than if the decision is imposed on them. This also contributes to the overall cohesiveness of the team.

Now, with that being said, there will always be occasions that it’s just not possible or practicable to make a collaborative decision. In those cases, the team leader must make the decision and move on.

6. Promote an “Open” Atmosphere

Nothing inhibits a team progress more than a “closed” environment. Every organization needs rules and guidelines in order to function, but they shouldn’t be so onerous as to stifle creativity.

Members of your high performing team should feel safe in expressing themselves without criticism. This is especially true in meetings and brainstorming sessions. These are the times when wild ideas that are “outside the box” should be encouraged. This is how you can encourage innovation.

This article explains more about how an open atmosphere encourages creativity: If You Want an Invincible Team, Make Them Feel Safe

7. Recognize High Performers

In any team or group situation, productivity can be measured and a norm or average productivity level can be determined.

By definition, half of the team will under-perform the average and half the team will outperform the average. When the highest 10%,20% or 30% are being publicly recognized, it encourages the rest to to achieve more.

Advertising

It’s also a great way to boost the team’s morale. And it’s been shown that high employee moral is positively correlated with productivity.

Recognition is a great way to reinforce cohesiveness within the group.

8. Avoid the “Zero-Sum Game” Trap

A zero-sum game is one which, in order for someone to win, someone else has to lose. This is exactly the opposite of what you are looking for in a high performing team.

In a zero-sum game, individual successes are celebrated over the success of the group. This can quickly degenerate into group members hoarding resources, limiting communication and even sabotaging other team members.

Obviously, team cohesiveness falls apart at this point as does the chances of producing a good outcome for the group. Avoid this potentially disastrous dynamic by focusing on cooperation instead of competition, team successes instead of individual success and always encourage open communication.

9. Have Trusted Leadership

High performing teams must have trust in their leadership. This is a requirement, not an option if you are serious about creating a exceptional team. Without trust, a leader is hard pressed to inspire others to follow.

Building and maintaining a team’s trust means that individuals within the team will follow direction willingly, without coercion and are much more likely to produce a good result. They are also much more likely to stretch their boundaries and go above and beyond the call of duty to achieve better results.

When you are trying to build trust within a group, there are 3 important things to keep in mind:

First, people trust people that they like. Start by building a positive relationship with individuals on the team.

Advertising

Secondly, we trust people with knowledge or expertise. This is especially true if that knowledge is used to help us solve problems. So use your expertise to help those within your team.

Finally, be someone your team members can count on. Stay true to your word, when you say you are going to do something, do it. Don’t make promises you can’t keep and always be willing to go to bat for your team members.

Final Thoughts

As we have discussed above, there are many facets to developing and maintaining a high performing team. And while the benefits of having such a team are obvious, being able to maintain that performance level over that long haul is much more difficult.

As with any human endeavor, the changes that occur over time that will inevitably erode performance. Things like complacency, job dis-satisfaction, employee turnover and even changes in upper management can all affect group dynamics and team performance.

Being aware of these issues so that you can deal with them early on is key to maintaining your team’s performance. It’s always better to anticipate and prepare for problems rather than react to them after they have occurred.

There is a huge difference being involved with a high performance team versus an average or low performing team. Not only in the quality of work produced, but also in the job satisfaction of the team members.

Most of us have been involved in a dysfunctional team at least once in our careers, with a lot of us it’s been several times. The sabotage, back stabbing and toxicity involved in these groups just perpetuates the very problems they were meant to solve.

If you suspect a team has devolved to this point, the best thing to do is to dissolve it and start anew. Even with high performing teams, the ability to maintain the same level of quality will diminish over time.

Technology changes as does the competition, so don’t be afraid to readjust, reconfigure or even dissolve formally successful teams to deal with these changes.

And while business, technology and staff all change over time, human nature does not. As long as there are human endeavors requiring teamwork, these 9 secrets of high performing team will provide you the best chance at success.

More Articles About Team Management

Featured photo credit: You X Ventures via unsplash.com

Reference

More by this author

David Carpenter

Lifelong entrepreneur and business owner helping others to realize the American Dream of business ownership

7 Things That Decrease Team Motivation (And How to Tackle Them) 13 Ways Analytical Skills Help You Succeed At Work 11 Hard Skills That Will Land You More Career Opportunities How to Live up to Your Full Potential and Succeed in Life How to Become an Entrepreneur (Advice from a Serial Entrepreneur)

Trending in Smartcut

1 How to Set Goals Smartly to Accomplish More in Life 2 7 Techniques to Stay Focused and Avoid Distractions 3 How to Set Short Term Goals for a Successful Life 4 10 Best Calendar Apps to Stay on Track in 2020 5 What Is a Habit? Understand It to Control It 100%

Read Next

Advertising
Advertising
Advertising

Last Updated on December 10, 2019

7 Strategies to Keep Employee Motivation High

7 Strategies to Keep Employee Motivation High

Highly motivated employees are essential to the success of any business. Most people spend a third of their lives at work.[1] That’s a significant amount of time away from home, apart from the people who make us happy and the things we love to do. So keeping employee motivation high is essential for creating an office environment that gets the best out of our people.

But do you know what motivates your people?

It’s simple:

  • Is their work stimulating?
  • Does it challenge them?
  • Is there room to grow, a promotion perhaps?
  • Do you encourage creativity?
  • Can they speak openly and honestly with you?
  • Do you praise them?
  • Do you trust your staff to take ownership of their work?
  • Do they feel safe in their work environment?
  • And more importantly, do you pay them properly?

Every one of these factors contributes to the general happiness of your employees. It’s what motivates them to come into the office each day and work hard, hit goals, and get results.

In contrast, an unmotivated employee is typically unhappy. They take more sick days, they’re not invested in seeing your business succeed, and they’re always on the lookout for something better.

Stats show that 81 percent of employees would consider leaving their jobs today if the right opportunity presented itself.[2] So it’s up to you to set aside time and energy to create a work environment that benefits every one of your employees.

These seven strategies will help you motivate your people to consistently deliver quality work and, more importantly, to stick around for the long term.

1. Be Someone They Can Rely On

You rely on your people to turn up to work each day, to come to you when they have a problem they can’t solve, to be honest, and to always engage professionally with customers.

Advertising

But this is not a one-way street. You, too, need to be someone your team can rely on. They trust you to have their backs when a client is unreasonable, to know that the decisions they make are in your best interest, and to make good on your promises.

If you say you’ll attend an important meeting, be there. If your company makes a profit and you’ve said you’ll pay a bonus, pay it. The goodwill of your people is something you never want to test, let alone lose.

Be reliable; it’s astounding how much this motivates your people.

2. Create an Awesome Company Culture

There’s no denying that company culture trickles down from the top. Your leadership and attitude massively influences the attitudes, work ethic, and happiness of your staff. If you’re always stressed-out, overly demanding, and unreasonable, it’ll create tension in your office which will adversely affect your employees’ motivation levels.

In fact, the HAYS “US What People Want Survey” found that 47 percent of staff who are actively looking for a new job, pinpoint company culture as the driving force behind their reason to leave.

So if you have high staff turnover, you need to determine whether your company culture might be the motivating factor behind your churn rate.

Here are four ways to build a culture that keeps your employees highly motivated.

  • Be conscious of the image you present. Your body language and attitude can positively or negatively impact your employees. So come to work energized. Be optimistic, friendly, and engaging—this enthusiasm will spill over to your people and motivate them to be more productive and efficient.
  • Appreciate your people and be reasonable. Celebrate your team’s achievements. If they’re doing a good job, tell them. Encourage them to challenge themselves and try new things. And reward when deserved. If they’re struggling, help them. Work together to find solutions and be a sounding board for their ideas.
  • Be flexible. Give your people opportunities to work remotely—this is highly motivating to staff, particularly millennials. They don’t want to be battling traffic each day on their way to work. They don’t want to miss their kids’ baseball games or ballet rehearsals. Stats show that companies that offer flextime and the ability to work from home or a coffee shop have happier and more productive employees.
  • Create employee-friendly work environments. These are spaces that inspire and ignite the imagination. Have you ever been to Google’s offices? No headquarter is the same. From indoor slides and food trucks, to hammocks, and funky work pods on the wall, gaming rooms, and tranquil interior gardens, there’s something for everyone. It’s a space where people want to be, catering to their need for creativity, quiet, or team building; you name it.

So take a look at your company culture and ask yourself, Is my business an attractive workplace for talented professionals? Does it inspire commitment and motivate my people? What could I do to improve my company culture?

Advertising

3. Touch Base with Your Team Weekly

Make time for your people, whether you run a remote business or work in an office, set aside time each week to talk to your people one-on-one. It’s non-negotiable.

When there’s an open line of communication between staff members, work gets done. Don’t believe me? A study by Gallup found that 26 percent of employees said feedback from their leaders helps them to do a better job.[3]

Your people want to feel trusted. They want to take ownership of their work, but they also need to know that when they have a question, they can reach out and get answers. If you’re unwilling to make yourself available, your team will quickly become unmotivated, work will stagnate, and your business will stop growing.

So block off time on your calendar each week to touch base with your people, even if only to let them know that what they’re working on matters.

4. Give Them the Tools They Need to Do Their Jobs Well

Imagine trying to run your business without electricity. How would you contact your clients? What would happen when your phone or computer battery died?

Technology is super critical to the success of your businesses. It allows you to work more efficiently, to be more productive, and to handle matters on-the-go. That’s why you need to give your people tools that will make their jobs easier.

Make sure their equipment is in good working condition. There’s nothing more frustrating than a laptop that takes ages to boot up. It’s got to go. Replace outdated software with new software. Don’t make your designer work in Coreldraw; give them access to the most up-to-date version of Adobe Creative Suite. Take it a step further and buy them a subscription to Shutterstock or Getty Images.

Make working for you a pleasure, not a pain; and watch your employees’ motivation levels rise.

Advertising

5. Provide Opportunities to Learn and Upskill

Would you believe me if I told you that 33 percent of people cite boredom and a need for new challenges as the top reason for leaving their job?[4] If you want to retain your talent, you need to upskill.

Thanks to technology, we live in a rapidly evolving world that demands we change with it. A copywriter is no longer just a writer; they now need to be experts in SEO, Google Adwords, CRMs, and so much more.

A pastry chef needs to be a food stylist, photographer, and social media manager. An entrepreneur needs to be a marketer—or at least take ownership of the marketing message for their business—if they hope to scale.

Technology makes all of this possible. No matter your location, your people can continuously expand their knowledge and gain new skill sets—something that’s highly motivating to employees. They want to know that there are opportunities to grow and develop themselves.

If you won’t invest in your people, then your business becomes just another job to tide them over until they find where they truly belong. So be the company that sees value in developing its people.

6. Monitor Their Workload

Overworked employees tend to be unproductive and unhappy. Your people cannot be at full capacity every day, month to month. Something’s got to give. They’ll become deflated and their work will eventually suffer, which will negatively impact your business.

What I like to do is implement a traffic light system. It helps me to keep a finger on the pulse of my business. So there’s red, yellow, and green:

  • Red means they’re fully loaded.
  • Yellow means they’re busy, but they can potentially take on more.
  • Green means they haven’t got enough to do.

I use this traffic light system because I don’t want my team members to be stressed out of their brains all the time. If they are, they won’t make good decisions and they won’t do good work.

Advertising

If my people are regularly overloaded, I have things to think about. Perhaps I need to hire a new person to help ease the load or take a closer look at what projects are good to go, and which can take a back seat.

And this is why #3 is essential. If I’m regularly engaging with my people, I’ll know that while they’re coping with their workload, it is impacting their performance and health, and I’ll take action.

7. Don’t Mess Around with Your Employees’ Pay

Never mess around with your people’s salary. As a business owner or high-level manager, it’s easy to forget that most people live from paycheck to paycheck. Delayed compensation can mean a missed bill payment, which could result in costly penalties they can’t afford or hits to their credit score.

So it’s your job to ensure that you pay your people on time.

The Bottom Line

A motivated team is an asset to any business. These people never give up. They get excited about coming to work each day and can’t wait to test a new theory or tackle a particularly tricky challenge. They’re proud of the work they do. And more importantly, they have no reason to leave.

Wouldn’t you rather be part of their success story than the business that drove them away?

More to Motivate Your Team

Featured photo credit: Emma Dau via unsplash.com

Reference

Read Next