How to manage your team for greater performance

Eliminate challenges within your team: how to manage your team for greater performance?

What does a high-performance team look like to you??

“A high-performance team is a group of highly skilled people working in cross-functional areas and who focus on achieving a common business goal. The team is aligned with and committed to shared values and vision and work towards a common objective. This highly effective team is innovative in problem-solving and is known for displaying a high level of communication and collaboration, delivering consistent and superior results.” SimpliLearn?

Do you agree??

It is important to understand what high performance looks and feels like for you, as it will differ amongst businesses and teams.??

Indicators of a high performing team could be:?

• Good agility in adapting to new challenges as they arrive?
• Strong connection between team members – who trust each other??
• Positive business outcomes – high customer satisfaction levels, or great profitability for example??

Once you are clear on what high performance looks like to you, you can focus on what you can do to help your team perform at their best.?

What is performance management???

Performance management is the set of processes that aim to maintain and improve employee performance. The aim is to ensure that all employees contribute positively to business objectives.?

Performance management is absolutely integral to the development of a high performing team. A cohesive team doesn’t just happen, even if you have some of the best business minds on board. It takes clarity (what do you want from people and do they know it?) and regularity (consistency of effective feedback).?

As a business owner it is up to you to take the lead on this – both for the individual development needs of your team members, and the development of the team as a whole.?

This will enable employees to be more productive and continuously improve their performance. This will undoubtedly have a positive impact on your bottom line too – bet that’s got your interest??

The state of play:?

There are a multitude of frameworks that different businesses use to assess performance – SMART objectives, learning and development opportunities, formal annual reviews, etc. etc.). But many falter!?

Business leaders are fast realising that they aren’t getting any true value from the time and efforts invested in these outdated processes.??

In fact, in a 2021 study, only 3% of organisations said their performance management is ‘top-notch’, while 48% said their performance management needed work.?

Further to this, did you know that:?

• 95% of managers report they are “unhappy” with traditional performance reviews?
• Managers spend 210 hours a year on performance management, and employees spend 40 hours a year?
• 51% of employees believe that annual reviews are inaccurate, and 53% say it does not motivate them?
• 98% of businesses believe that performance management is important, but only 64% say they have an effective approach to it. Pavestep.com?

Let's STOP this time-wasting! As a small business owner, you’ve got enough on your plate. So how can you approach performance management more effectively??

Tips for effective performance management:?

1. Set clear expectations?

I've said it once, I'll say it a million times. Clarity is key. Ensure everyone on your team is absolutely clear about what is expected of them. Just because YOU know it, it doesn't mean THEY know it.??

Have a conversation, talk it out, provide it to them in writing and once you’ve done that – and keep an eye on it!??

2. Have regular conversations?

Performance management is a continuous requirement. Don’t fall into the trap of completing an annual review and then tucking it neatly away in a drawer for another year, thinking that’s one thing ticked off the to do list!?

Regular check-ins will help foster an environment where your team feel supported, listened to and are totally clear on any areas for improvement.??

Things change fast in a small business and they need to understand how that will impact them and your expectations of them.??

3. Grow and develop your team??

Try to think creatively about how you can best develop your team. Will they learn better from a one-hour-a-week online course over an annual three-day in-person event? Do they work best in larger groups, or working alone? Would they benefit from an external mentor??

Try not to slot all your employees into the same type of development/training. It’s your responsibility as a manager to work with them to explore solutions that will work for them and you. In turn, your team members will feel motivated and confident in the job they are doing.??

4. Have tricky conversations?

Individuals will have times when they are performing well and others when they are not. There are likely a whole host of reasons for this.? They may be late every morning, perhaps they’re not meeting deadlines, or perhaps they are rubbing other team members up the wrong way???

As soon as you spot it – it’s important you address it. The sooner you start to understand the issue, the sooner you can get to working on how to fix it together.?

Don’t shy away from it – it will be much more detrimental to both the individual and the others on your team if you do. What’s more – you need to ensure you take a consistent approach to all team members when it comes to these tricky conversations.??

5. Prepare for the annual review?

If you’ve been checking in regularly, as I mentioned above, the annual review should really hold no surprises for anyone, as you'll have dealt with issues as they came up.?

It should be a positive and motivating conversation for the individual (and you!).??

Ensure you are prepared – it is disrespectful to show up having not looked through any notes or prepared the relevant documentation – and will make the whole process seem shallow or unimportant.?

Talk them clearly through the highs and lows of the year – and discuss any areas for growth/improvement.?

In summary, performance management is crucial to the performance of your employees and has a huge knock-on impact on your business. It will impact on productivity levels, team cohesion, client satisfaction – and on and on.??

Try not to see performance management as an extra management duty. Instead, think of it as something to help you do your job. Effective performance management is integral to your role as a leader and will help you achieve the goals of your business.??

Are you struggling with managing your team – and unsure of how to get the best out of people? Perhaps you’re still stuck in the mindset of one-woman band and not business leader or CEO – and the additional team responsibilities that come with that??

If you need some extra support – why not book a team strategy session with me? In this 1-Hour 1:1 strategy session, we’ll review your business and discuss any challenges you may have in managing your team and beyond – and work through strategic solutions.??

BOOK NOW?