KB 25 High Performance Teams

a human resource newsletter KNOWLEDGEBEANS

issue no 25 | august 2010

<< continued from previous page

Building effective teams takes time. One can put the ‘team’ label on a group of people, but that doesn’t make them a team. However, people thrown together do not automatically make a team.They require time to get to be acquainted with each other, to learn to get along, to build up interpersonal trust and build team spirit.

Building effective teams begins with creating a team a team through: ‰ Involving all the team members or sub-groups within the team ‰ Building the business knowledge of the team

‰ Encouraging sharing of skills, and the dissemination of knowledge across the team ‰ Fostering a competitive element, but ensuring it does not generate bad feelings ‰ Focusing on people who want to push themselves and continuously lift the bar higher and higher ‰ Benchmarking against better teams and using this as a competitive, achievable goal High performance teams, must have a purpose, mission, goals and objectives and the measures requisite for them to ensure they are meeting their performance outcomes. Other key criteria for success are committed and accountable leadership, accountable and result driven teammembers, transparent communication and a clear governance structure that pushes up, across and down. Finally, as ever in business, performance is all about balance. Organizations need to subtly change the way they market, design, build, and support their products to keep producing products that meets the customers’ requirements PERFORMANCE MANAGEMENT TIPS BEAN TIP Deeksha Jawa

‰ Converse with your people often By building a great relationship with your people you will bring faith, candor and information ‰ Bring in feedback On the job two-way feedback processes get rid of the nasty surprises that give Performance Management such a bad name ‰ Be candid By being frank and honest, both parties treat each other with respect and see each other as working for everyone’s benefit

‰ Keep it simple Formal discussions can be friendly and simple, with formality kept to a minimum

‰ Be very positive Celebrate great performance and focus on what’s going well

‰ Help achieve their needs We all have needs that we want to fulfil. By working with your people to create outcomes, strengthen your relationships and channel efforts in a constructive direction ‰ Tackle restraint By setting clear standards in your business that everyone understands and signs up to, discipline becomes much easier ‰ Learn from blunders By using the questions,‘What went well?’ And ‘What could you do differently?’ the substandard performance can be controlled

‰ Don’t let great performance go unnoticed When you see outstanding performance, let people know

‰ Have a process Performance Management is a process and needs some formality - especially for good personnel practice and documentation

Made with FlippingBook - professional solution for displaying marketing and sales documents online