8 Keys to Unlock Your Team’s Performance
Want to learn the keys to unlock your team’s performance this year? Consider these questions first:
- What do your employees say at the bar or coffee cafe about you (the boss) or the company?
- How about at tailgating before a football game or before and after a social event at Orchestra Hall?
- Or at the kitchen table with their family? At work, employees may say one thing but how they talk about it outside of work is the true story.
With employee engagement dismal in so many places, there could be hidden morale problems in your organization which lead to unproductive work habits. Besides, bad news travels fast and it could inhibit your company’s reputation.
How companies treat their talent will make or break their success. Let us clear up one thing first: most experts agree that there is much more to creating a highly motivated and productive team than money. Yet one thing is obviously true–people must be paid. In addition, have the potential to be paid more and earn other perks: bonuses, 401 K, profit-sharing, comprehensive benefits, career advancement opportunities, pay adjustments above and beyond the cost of living.
The best companies tend to pay better or offer other perks that make up for it. For example, Costco pays upscale for a retail organization, and their results are consistently better than others. If a company’s pay is not fair, it is not even in the game for the best talent, let alone attracting highly productive people.
Research shows that companies with a comprehensive talent management focus outperform others by 18% in profit. That certainly can add up quickly and give one company an edge over another. So, what can you do about it? Here are seven ways to unlock and unleash your team’s performance.
4 Keys to Unlock Your Team’s Performance
Frederick Herzberg’s research found that advancement, learning, growth, pride, the work itself, responsibility, and recognition are the keys to employee performance. The eight keys below take these principles into consideration.
Transform your managers into leaders.
It all starts here. For employees to be their best a company must create a culture that values doing business right and engaging employees as partners. This needs to be communicated in many ways throughout an organization. Once stated and shared, the management team must learn to lead to back it up. The single biggest impact on an employee’s performance is their direct supervisor. I believe leadership training and coaching should be done several times every year. The title of ‘manager’ does not earn the term ‘leadership’ without genuine and proven management practices. This involves a whole series of behaviors that engender higher performance. See the next keys.
Make training and development part of your culture, not an add-on if business is great.
The point is that nobody can afford unproductive employees because it is too costly. An Accenture study showed that only 21% of employees attended a company-sponsored training program in the last five years. That is pathetic. Can you imagine sending your country’s best athletes to the Olympics without extensive training? Poorly developed talent leads to disengaged, under-performing employees. Most companies and managers have a lot of work to do here!
Apply the employee engagement roadmap.
This involves repeatedly asking for and listening to your team’s input. In addition, it means continuously working to improve, involving employees in teams to get things done, and interacting with them consistently. Manager’s employees often say to me, “Get that guy out of the office and into the field to see what’s going on!” To achieve high employee engagement, you need to create it through partnership and positive relationships.
Do the team thing–really!
For example, one company we consulted with had serious competition and competitive disadvantages in customer loyalty. Through 22 action teams, they helped them transform their business and results. They also implemented the eight keys in this post. Specifically, we also trained and coached leaders and employees alike on how to make it all work. Notice that they did not have the CEO give a speech about TEAM (“Together Everyone Achieves More”) and just hope things would get better.
4 Additional Keys to High Performance
Do more than performance management.
Few employees like the current performance management systems. While every company will have a system of some sort, they need an add-on. See this post: Performance Management Sings the Blues. In summary, managers need to engage their teams with consistent positive coaching strategies. This improves communication, prevents problems, promotes development, and increases results.
Communicate strategically and consistently.
On most of my consulting engagements, I hear horror stories about the lack of communication in organizations. I have found four simple steps that most managers can implement immediately to improve their results: conduct weekly team meetings (To learn to do good meetings, see this: The Top Ten Meeting Mistakes and How to Avoid Them), do regular one-on-one coaching sessions, informally engage with employees throughout any given day or week, and send out only positive emails or texts. Any critical info should be in-person unless you are separated by distance; then use the phone.
Work hard, have some fun!
The best manager I had also set the highest standards. Our department worked hard and achieved some remarkable things. This manager also went body surfing with us in the ocean. He rewarded us with nice dinners, comedy club night, and a day at the zoo. We had a lot of fun working hard and playing together. Too many organizations buy into what I heard Tom Peters say once: “The entrance to Harvard Business school says, ‘He who comes here will never smile again’ “.
Recognize and reward your team genuinely but lavishly.
I should not have to put this in here, but it is important. I notice that during my consulting projects, I do more recognition for employees and managers than their managers or the company do. It seems the attitude is mostly “What have you done for me recently?”. I have found that with good coaching, honest group or individual recognition and praise are motivators. This a crucial ingredient to unlock better team performance.
They Didn’t Unlock Team Performance…A Quick Case Study in Futility
Company X trails the competition in employee productivity and engagement. In addition, their customer loyalty remains weak. The leadership lacks positive influence. Its future doesn’t look bright unless it makes serious changes. Certainly, financial management and marketing improvements are needed. In addition, the above eight principles could revolutionize the employee effectiveness of Company X. They have not learned how to unlock employee potential or creativity and continue a downward spiral. My question is why have not they already implemented all the above and more?
Pulling it all Together
I believe if you want your team to be better you must be a better leader. All the above approaches go together. They make a recipe. If you leave out something, it will not taste too good. Many companies and managers seem oblivious to this. For example, one company I communicated with this year has over 100 new initiatives for their divisions. It is ridiculous! You know that most fail or fall short. They want more and more from their teams but seemingly unwilling to invest in them to help them become winners. When I consult with a company or coach a leader, we apply these eight keys that unlock team performance. These inevitably transform their organizational results.
Commander Chris Hadfield walked in space-the first Canadian astronaut to do so. He said this: “Ultimately, leadership is not about glorious crowning acts. It is about keeping your team focused on a goal and motivated to do their best to achieve it, especially when the stakes are high, and the consequences really matter. It is about laying the groundwork for others’ success, and then standing back and letting them shine.”