It’s true that well-integrated, high-performing teams are a key driver of business performance and engagement. But what is not so obvious is the formula for a successful one. How can a company build high-performing teams? Which are the biggest challenges and risks?
These 4 tips will help employers better understand how to create high-performing teams. Or download our complete whitepaper here.
1. Effective recruitment processes
We surveyed 235 hiring managers and professionals and has found, many organisations could establish better performing teams with a simple review of recruitment strategies. A key learning to take away from the results has been to include both team leaders and human resources professionals in decision-making, in order to ensure a balance of the team and organisational perspectives.
It’s important for human resources and team leaders to work together to ensure that new hires are a good fit for the team. Human resources can help create a healthy balance between what will fit the team from the beginning and create a positive team atmosphere.
2. Clearly defined team structures
Unfortunately 47 % of professionals* feel that not all teams are an integrated part of the business, working towards the same overall objectives.
To motivate employees, clearly defined tasks and targets are important for individuals as well as teams. Structured guidelines and processes are key drivers of business performance and engagement.
3. A satisfactory leadership style
When it comes to the top three most important personal qualities of team leaders, hiring managers and professionals choose the same categories, but with different priorities: The majority of both think genuine and open communication is the most important characteristic (hiring managers 86%, candidates 78%), Professionals rated “supports team members” as the second most important quality (67%) while hiring managers rated this with 54% to the third place. Hiring managers think that having business acumen is second most important (77%) while for candidates is this is the third most important reason (55%).*
Strong leadership is a vital component of the high-performance formula, as was particularly evident in the section of the survey concerning leadership style. For organisations that have an established a top-down leadership style, it is especially important that leaders communicate with their teams to make decisions appear to be more consultative, which helps to boost employee morale.
4. Encourage and challenge employees
To keep high-performing employees motivated over the long-term, companies should think about appropriate rewards. The risks of disengagement in poor performing teams is certainly reason enough to address the issue and make positive changes to team structures that will ensure high performance and growth in the long term.
You need help finding appropriate candidates? Please do not hesitate to contact us.
*Source: Whitepaper “Recruiting tips – Developing high-performing teams to drive business performance and engagement”.
