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The best performances always come from a well-managed team. It’s not an easy thing to get everyone engaged and working on a high-level day in and out, but that’s what the best managers do. If you feel like you’re struggling with your own performance management, don’t give up hope. There are many best practices to put into place to drastically improve every team interaction. Let’s take a look at some.
- Clear Expectations :
It’s an obvious thing to say, but undoubtedly more difficult to enact. People operate best when they know what they need to be doing. Good management acknowledges this and responds on a micro and macro level with clear milestones and benchmarks to measure progress toward an overarching goal.
If a team member is left adrift on what exactly they are responsible for, their productivity will take a nosedive. It can be a killer of motivation and personal confidence. On the other hand, if that team member is given a set of expectations and a clear sense of what they are working toward, there’s a much greater chance they will dive into that work with an incredible amount of energy.
- Collaboration and communication :
Clear communication provides the foundation for the first three characteristics, and very little can be achieved without it. Issues like hoarding information, unwillingness to accept negative feedback, and lack of cooperation will undermine all previous principles.
In many ways, the communication piece of management is just an extension of expectations and goals. You can’t leave team members alone on an island to figure things out for themselves. If you’ve given them a new responsibility that they are just learning, be present to assist them every step of the way when and if they have any questions and concerns.
- Conflict leading to creativity :
You might be thinking to yourself — positive conflict? Can there be such a thing? Well, yes there is, and it is essential for high-performance teams to foster an environment that embraces positive conflict. However, the key is to properly manage conflict so that the outcome is creative solutions for problems.
- Transparency :
Without transparency, trust will suffer. Transparency is becoming the expected norm in business and expectations are growing. It starts at the top, the more senior you are the more responsibility you have to be a role model for this. Employees will follow the leader’s behaviours, good or bad. When this is done well it can have a positive cascade effect throughout the organisation.
- Engagement :
Team engagement is crucial to business success. Team members who are engaged are interested in what they do, committed to the team mission, willing to going the extra mile. They are there in body as well as mentally and emotionally. The key to engagement is involvement; by involving others you make it impossible to stay detached.
- Dividing tasks between team members :
When your entire team is busy multitasking, you can be sure that you won’t achieve the desired results. This is because with multiple things going on at once, they won’t be able to focus well, leading them to not accomplish any of the tasks well. Similarly, the entire team working together on only a single task is not effective too. If everyone on the team is working on the same thing, it limits capacity. So, finding a middle way out, the work must be distributed appropriately amongst the team members in a way that every individual has only a few critical tasks to focus upon, and all the tasks that need to be accomplished are completed on time in the best way possible. With the team being broken into smaller teams, and every employee knowing their responsibilities and what to focus upon, all the time and efforts can be effectively directed to meet the goals of the organization.