What does it take to put together a winning team? Managers are rethinking the ideal combination to build a team that is greater than its parts.
Remember that building high-performing teams is not only the responsibility of your HR department throughout the hiring process—all executives must be aware of their role and how employee recognition fits into the equation.
What constitutes a high-performing team?
When you think of a high-performing team, what comes to mind? One that accomplishes all of its objectives? Is it true that strong teams are the ones who raise the bar year after year? Is it the “other team,” the one full of overachievers and know-it-alls, that you’re thinking about?
Let’s agree that high employee performance isn’t an indication of perfection, but rather a combination of positive attitudes and behaviours.
A “high-performance work team” is a collection of goal-oriented workers that cooperate, create, and consistently generate superior outcomes. They have specialised knowledge and complimentary talents.
This definition gives some hints about what it means to have a synchronised vision and method of thinking. Isn’t it true that high performance benefits the group more than the individual? However, how can you ensure that everyone feels included, challenged, and acknowledged? This may be a difficult problem for managers, executives, and business culture lovers to solve.
Why is it important to recognise employees?
Employee appreciation is still one of the most important components in keeping employees engaged and motivated, yet many businesses miss it. Employees are 79 percent more likely to give their employer brand a positive rating if they have a strong recognition culture, according to a Brand Hall Group research. Furthermore, for these circumstances, staff retention is likely to rise by up to three times.
Good managers give credit where it’s due and search for methods to help their employees shine. High-performing teams spend time thinking big and paying attention to the smallest details. What happens when personal and team goals are achieved but no acknowledgment is given? Consider how integrating individual and team objectives in a visible style might help encourage each team member. As a result, the team will be able to rejoice and boost each other up in order to meet their performance goals.
It’s important to remember that being one’s own cheerleader isn’t natural for everyone. Team leaders should encourage workers to claim their work and personal space in ways that are simple to understand. Finding positive ways to promote good performance and collaboration contributes to the development of a culture that allows everyone to participate and prosper.
What high-performing teams are looking for:
If you ask managers what inspires good employee performance, they’ll tell you…
Many conversations result in compensation. Members of high-performing teams reported receiving more regular recognition at work, both from their colleagues (72 percent more) and their bosses, according to a new joint research from Ignite80 and Front published in Harvard Business Review (79 percent more).
High-performing teams have the following requirements:
A strong feeling of purpose and dedication to the individuals of the team as well as the objective
Compared to typical teams, they have more aggressive performance targets.
Mutual responsibility and a clear knowledge of team and individual tasks are essential.
A wide variety of skills that compliment the strengths of other team members
Interdependence and mutual trust among members
When it comes to establishing and managing a great team, open lines of communication and responsibility are critical. Attracting and maintaining top personnel and high achievers requires a combination of good employment perks, competitive salary, and a positive business culture. Assemble a framework for employee appreciation and personal growth with your team. This establishes a foundation of trust with each employee as well as a path to success.
Recognize high-performing staff in a variety of ways
There are methods to scale employee appreciation and make it a priority regardless of the size of your firm. Consider a few ways for managers to recognise and reward outstanding performance in both micro and macro organisations. Perhaps you have a shoutout area in your all-hands meetings, or a team survey where you can nominate someone for completing a project. Morning standup meetings with your department are often an excellent opportunity to express gratitude and appreciation for a job well done.
Organizations are finding effective and scalable ways to recognise their workers in addition to words of encouragement. Have you considered putting in place a recognition programme to encourage your employees? Many of the best places to work are reaping significant benefits from implementing high-performance team solutions and processes. Employee engagement, collaboration, and well-organized feedback loops are just a few of the improvements that can make a big difference!
Getting employee buy-in for recognition
Employee recognition is now a $46 billion business, according to estimates. Business executives are realising the significant impact these programmes and incentives have on high-performing teams. When team members can recognise and celebrate accomplishment promptly, it may lead to increased productivity and a better overall experience for each employee.
While most employee appreciation programmes focus on longevity, CEOs and team leaders should think about everyday inspiring initiatives. According to a Gallup poll of workers, rewarding employees at least once a week is the greatest way to motivate them.
How is your firm celebrating internal achievement while maintaining its principles and mission? Employee recognition programmes promote corporate values, according to 83 percent of HR leaders. 85 percent of these executives feel they have a good impact on the culture of their companies.
