Top 7 things that drive a High Performance Culture!
I’m writing this blog introspectively to brief you on the requirements on how the process of performance assessment should be. I owe my sincere thanks to one of my colleagues whose presentation is a reference to my blog. The idea behind the blog is to understand what is actually needed to get the best out of an employee and how can it be achieved.
With no further delay, I shall walk you through the top 7 requirements that are really needed to figure out if an employee is the right person for the job, if an employee is in pursuit of his work goals, if an employee is mentored on his activities, if an employee is engaged at work and if an employee is happy at work. I’ll also tell you how to achieve this.
“What managers believe about themselves subtly influences what they believe about their subordinates, what they expect of them, and how they treat them” – a famous quote.
It is the responsibility of the manager to mould his employees and carve the best out of them. A manager is a person who can bring an employee to the proper shape, streamline his priorities and help him achieve the targets. In a way, the manager should closely work with his team members to keep his employees motivated and engaged. Employee engagement is not something like that an employee works hard just before the day of appraisal to make everyone around to believe that he is a hard worker. You can conclude that an employee is completely engaged at work when every task accomplished by an employee speaks of his willingness to work, his interest to scale higher, his mutual respect for peers, his ability to tackle issues, etc.
Visualize where a team member will fit in
A manager should be able to guide an employee through the team’s goals. Union of every team’s goals will eventually contribute to the organization’s growth. Most importantly, managers should be able to visualize where the team member will fit-in in the organizational chart and how his performance will contribute to the overall growth and narrate the same to his employees. When an employee has a clear picture of his roles and responsibilities, he is pushed to work harder.
When an employee has a goals chart that says what his targets are, time to achieve the targets, how does his work contribute to the organization’s overall growth, then he’ll be able to visualize what he needs to do?
Articulate goals to create understanding of vision and mission
The organization should constantly communicate their goals, vision, and mission and they should do it in a way that it resonates in every employee’s thoughts. They should make clear that every employee’s achievements will be counted. Failing to achieve even a single team’s targets will shake the organization’s growth is what every employee should know. Similarly, the manager should also keep employees engaged and motivated towards the goals.
When the manager and the organization collectively communicate organization’s objectives and hence team’s goals, employees will be motivated and driven towards achieving goals. Constant communication not just on goals, but also on how to achieve the goals, hurdles that hinder the progress, assistance that is needed to perform better, etc., will trigger the team and every individual to collaborate really well and connects employees with customers.
Define skill-set and assemble the right team
Not everyone has the same capabilities and abilities. Every individual’s skills and competencies differ. Organizations and hence the managers should be able to figure out who is good at what in the very beginning to eradicate poor performance in the later days. When every individual’s skill sets are categorized, then organizations can streamline on building the right team with the right people. Even when employees need some training or assistance, they can be given hands on the same and it is the responsibility of the manager to make him/her the right person in the team.
Employees do not function standalone in an organization. Every individual’s efforts will contribute to the final outcome and should complement each other’s efforts. Some may be good at coding, some at testing, etc. So the role of the manager is to identify who is good at coding and who is good at testing. When the managers are able to segregate people based on their capabilities, they will have a more organized team in place.
Build team chemistry and balance workload
All the members of the team should have a proper rapport and constant communication among themselves to achieve company’s goals. This ongoing communication will enable team’s compatibility and will reduce peer pressure. At the same time, the manager should not bombard an employee with too much work. When an employee feels overloaded, immediately the manager should step in and resolve it making the employee feel easy and light. Because heavy workload may be a demotivating factor for employees that leave them stressful and poorly achieving.
The team’s goals and work must be split among the team members. Everyone in the team must work towards the set goal. When the employees feel overloaded, the manager who is keeping track of their performances should be able to figure out their workload and split it among the teammates to bring down the complexities involved.
Team members should feel they are fairly treated
Managers should have the team members aligned towards team’s goals and should be able to split the work among them. When employees are assigned with an equal amount of work, they will feel that they are fairly treated. Also, at times of evaluating and assessing employee’s performances, they expect fair treatment.
Managers should encourage employees to prioritize efforts. Tasks that are of high importance should be brought up in priority and completed immediately. Likewise, every team member should be able to list down their tasks, complete it effectively.
Drive high-performance culture
Managers and employees should spend time together understanding team’s goals and requirements that are needed to achieve the same. Also, the manager should find out if the employees are facing obstacles and their pain points. When employees have issues, the manager should address the problems; help sort it out, relieving employees of it. Most often, this does not happen, as managers are busy with their work and the employees work unorganized towards goals.
The team members should actually be excited to work for the organization. Only then we can say that an employee is engaged at work. What drives engagement? It is definitely the motivation and collaboration with manager and other team members. When employees are motivated, managers both directly and indirectly help them to build capabilities; fine tune the work culture, forecast future challenges and tackle issues around.
Build High Performing team
People go to work to grow and develop. They want challenges coming before them, resolving and moving forward. They appreciate it but only when they have proper guidance and mentor. So, it is the responsibility of the manager to build a highly performing team and drive team members to the next level of performance.
When a manager is in constant communication with the employee, he’ll know what an employee is, what are his achievements, his capabilities, etc. When the manager has the complete database of an employee, he can very well motivate employees and drive all his team members to the next level of performance.
Having said the top 7 requirements, I hope you would have now understood that the responsibility of the manager is crucial and helplessly needed for employee’s betterment, an engagement that will lead to high-performance culture and hence the overall growth of the organization.