What does a high-performing team look like? For starters, its members are productive and cross-functional, meaning they aren’t skilled in just one area. They work together for the greater good of the team, always looking out for each other. They understand how each task they are assigned ladders up to the overarching goal. The members of high-performing teams are strategic thinkers, and they don’t coast.
Every leader wants a high-performing team, but creating one isn’t exactly a breeze. It takes a bit of work and time, but with the right attitude and the right players on board, you can boost performance. Curious to find out how? Read on to learn three ways to improve team performance.
1. Set a Clear Vision and Mission
A company’s vision and mission are paramount to success, both internally and externally, as they differentiate the business from its competitors. A mission statement is rooted in what the business is all about, including its objectives. A vision statement is more aspirational, forecasting how the company wants to show up in the greater world. Together, the mission and vision serve as a compass. Without them, a company will find it hard to make any real progress.
When a company’s vision and mission are clear and communicated well by leadership, employee engagement improves. Employees want to know how their work fits into the larger picture. This is key, as engagement is closely connected with employee retention. It’s also correlated with how employees show up to work each day and their overall well-being and happiness.
However you distribute your vision and mission statements, be sure that they are made known to everyone and reiterated often. Beyond wall posters and taglines on company brochures, strive to incorporate your mission and vision into everything you do. When a new process is implemented or a new product is launched, speak to how this change will assist in reaching the company’s vision. If you are a leader of a team, make sure your direct employees know how the work they are doing contributes to both of these statements. Doing so gives employees a better sense of why their work matters and why their jobs have purpose.
2. Encourage Feedback
Many employees regard the word “feedback” as a euphemism for criticism. Many times, feedback is given by a manager to a direct employee when something wasn’t done correctly. Perhaps the individual made a poor decision or didn’t communicate something properly. However, not all feedback is bad. Feedback can also highlight when employees are working hard, when the team hits a project milestone, or a client likes a presentation.
Encouraging ample feedback — whether corrective or positive — can help improve team performance. It can motivate individual team members to step up when others are carrying more than their fair share of the load. This is useful if you have a few stellar employees who are always receiving praise and others who tend to take a back seat. Telling these backseaters that their work on a proposal helped sales land a client may be the push they need to contribute further. It lets them know that their work is important and their efforts are not going unnoticed.
Of course, feedback is a two-way street. Your employees may have feedback to share about your management or leadership style. They may also have ideas for how the team can improve in certain areas, such as communication. Provide space for all employees to share their ideas and take ownership when you learn how you can do a better job. Acknowledging when a change needs to happen shows that you are looking out for the betterment of the team.
3. Provide Learning Opportunities
A good leader is there for their employees, but a great leader thinks about their direct reports’ growth. You never want your team to stagnate. An underchallenged team member can quickly spread their bored, humdrum energy to others. Rather, you want your team to be always learning and improving upon their work. This will lead to better performance and productivity.
Team-wide learning opportunities facilitate better communication, collaboration, and morale. At an individual level, taking a course in a particular skill or area of interest can boost confidence levels. When team members share their learnings, they are proving themselves as subject matter experts and circulating their new knowledge.
Today, there are thousands of learning opportunities available online. Whether someone wants to hone their public speaking skills or become certified in project management, there is a course available. Your company may have a yearly learning or education stipend set aside for employees. If this is the case, encourage all of your team members to use these funds annually. If not, work with your HR team to see what is possible so employees can more easily continue their education.
Takeaways
Improving team performance is a constant goal, not one that you can accomplish by snapping your fingers. Yet the effort is worthwhile, as there are countless benefits to building a high-performing team, including better morale and increased output. As a leader, the steps you take to improve performance will benefit your company now, while also setting your employees up for future success.
