Managing Behaviours: The Foundation of Sustainable Performance

As we work on building values at Trescon, the importance of behaviours and accountability has come into sharp focus. In a growing organisation like ours, sustainable success relies not just on achieving outcomes but on how those outcomes are achieved.

When performance management focuses only on results, we risk overlooking the very behaviours that drive or hinder long-term success. Managing behaviours ensures that growth is not only achieved but sustained. It builds the trust, alignment, and accountability needed to scale effectively while maintaining a positive, productive culture.

Why Managing Behaviours Matters

Here’s why I believe managing behaviours is essential for organisations, especially those experiencing rapid growth:

1. Culture

Behaviours shape the identity and culture of an organisation. Positive behaviours—like open communication, integrity, and accountability—create an environment where trust can thrive. However, toxic or disruptive behaviours, if left unchecked, can erode trust and engagement, even with the right strategies in place. Culture is built on actions, not words, and managing behaviours helps reinforce the values you aspire to live by.

2. Team Dynamics

Even the most talented employees can hinder progress if their behaviours disrupt teamwork. For example, a high performer who resists collaboration or avoids accountability can become a bottleneck, slowing down the entire team. Managing behaviours ensures that team members work cohesively, reducing friction and driving more effective collaboration.

3. Sustainability

Success driven by negative behaviours—like cutting corners or ignoring teamwork—may deliver short-term results, but it often comes at a high cost. Burnout, high turnover, and internal conflict are common consequences. In a growing organisation, these issues are particularly damaging. Managing behaviours ensures that success is sustainable by promoting healthy accountability and continuous improvement.

How Organisations Can Manage Behaviours Effectively

Managing behaviours isn’t about micromanaging—it’s about setting the right foundation and empowering employees to align their actions with the organisation’s values and goals. Here are practical steps leaders can take:

1?? Set Clear Behavioural Expectations from the Start

Performance isn’t just about “what” gets done—it’s about “how” it gets done. From onboarding to performance reviews, organisations should clearly define behavioural expectations. This ensures everyone understands the actions and attitudes that contribute to long-term success.

2?? Lead by Example

Leaders set the tone for behaviours. Employees are far more likely to adopt desired behaviours when they see them modelled by leadership. Demonstrating behaviours like accountability, transparency, and respect helps create alignment across teams.

3?? Provide Real-Time Feedback

Behavioural issues are best addressed immediately, rather than waiting for formal reviews. Leaders should provide both positive and corrective feedback in real time, reinforcing good behaviours while addressing problem areas before they escalate.

4?? Recognise and Reward Aligned Behaviours

Outcomes matter, but the way we achieve them matters just as much. Organisations should celebrate and reward employees who demonstrate the behaviours that align with company values. This encourages others to follow suit and ensures that behaviours are as much a part of performance as results.

The Benefits of Managing Behaviours

When organisations proactively manage behaviours, they create an environment where performance is meaningful, sustainable, and scalable. Some of the key benefits include:

• Stronger teams: With clear behavioural expectations, teams experience less friction and work more effectively together.
• Greater accountability: Employees understand that performance is measured by both actions and outcomes, promoting ownership at all levels.
• Resilient culture: Managing behaviours helps build a culture of trust and continuous improvement, making it easier to adapt as the organisation grows.
• Sustainable growth: With aligned behaviours, success becomes repeatable, reducing the risks of burnout, turnover, and conflict.

In Closing

At Trescon , we are committed to aligning behaviours with our values because we believe that sustainable success depends on both what we achieve and how we achieve it. Managing behaviours is not just about avoiding problems—it’s about creating an environment where people thrive, teams collaborate, and growth happens meaningfully.

I believe that when behaviours align with values, performance becomes more than just a target—it becomes a standard we live by. This is the foundation that will allow us to build high-performing teams and achieve consistent, sustainable growth in the years ahead.

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