Updated 27th July 2023
What is it and how can you get it right?
What do we mean by Achieving High performance?
The definition of high performance is “producing results much better than expected” or being able to operate to a high standard”
Most of us would probably say that we are always striving to achieve our best, but are we High Performers? How can we tell.
A high performing team has continuous growth, both of the individuals that make up the team, the team and the organisation that they work for.
Achieving the High-performance team, is something which takes time.
Why is High Performance Important?
A high-performance culture is one in which the employees understand the core values and work towards these. This enables their staff to understand the aims of the organisation that they work for an be successful in achieving those aims.
A high-performance culture not only holds its staff accountable but it puts them on the right path to succeed!
Having the right culture gives your business a the competitive edge. If you don’t have the right framework or your staff don’t know what their targets are, how can they achieve them?
It really is that easy.
How can you get it right?
So, what does the High Performing team look like and how do you achieve the high-performance team?
It is about more than filling the roles with qualified people.
- It starts with leadership – having a strong and focussed leader at the top – someone who has a clear vision and communicates that vision and mission to the rest of the team – clearly.
- Ensure that goals are clear and defined, everyone knows their job and more importantly how their role impacts on their colleagues (So, if it doesn’t get done, what is the knock on effect) and the business. This understanding among the team creates a sense of purpose in your staff – which is a huge motivator
- An environment which promotes respect – Staff have respect for each other and work well as a team.
- Communication is key. The communication paths are clear, people know how, why and what to communicate. This isn’t just about bombarding your colleagues with emails – it is about sharing relevant information in a timely fashion.
- Use of project tools which help to track progress and actions –everyone knows where to look to keep abreast of the latest developments and provide relevant.
- The team understands their deadlines and how they need to be achieved – who are the key players involved in hitting their targets.
- A high-performance team, practises CPD, they look to improve themselves constantly – keeping up to date with the latest knowledge and industry relevant findings.
A strong manager or leader:
- will take the time and opportunity to ensure that his team know exactly what their aims are and how these are to be achieved.
- They will hold regular team building events/ team meetings and supervisions to communicate the Visions and Missions of the company
- Will keep their teams interested and engaged.
How do you know if your team is high performing or low achieving?
The easiest way of checking where you are in terms of achieving the HP Team is to ask each of your team individually what they are there for, what is their purpose?
If their answers they give are similar, then chances the chances are your team is high performing.
IF on the other hand your team displays the following traits – you have some work to do!
- Unreliable – they have a Lack of clear direction and goals and this shows in their Results which are at best like a roller coaster, good one month, bad the next.
- There are a lack of processes, structures, and systems. Out of date and unclear policies and procedures – there is no direction or accountability
- Communication within the team is Inadequate and everyone operates without thought for the impact on others
- The office vibe is one of constant complaining, drama, and conflict – It can seem more like an episode of EastEnders than a High Performing team
Look around your workspace now (Accepting you may still be working remotely)
Is the office space inspiring?
Do you have motivational quotes on the walls and posters celebrating the team wins?
Are your KPI’s (If you have them) showing green or are they like a set of traffic lights?
Look at your staff – Do you know them and they know you?
Are they actively engaged in their tasks – talking, about work and sharing ideas or are they dragging themselves back from the kitchen late and chatting about last night’s episode of their favourite TV programme?
Do your team look smart and I don’t mean shirt and tie – but do they take a pride in themselves? Or do they shuffle into work like they fell into the clothes they picked up off the floor.
Do you have great team building events which everyone attends willingly or when the mere mention of getting together is mentioned do you suddenly get inundated with requests for time off because a long-lost Auntie just died?
These are all really great ways of assessing if your team has got what it takes – if they are aligned in their goals and missions.
About Tracy-Anne Barker;
I am the Founder and CEO of TA Barker Associates; we are a training and coaching business specialising in working with Business owners, Managers and HR Professionals so they can equip their managers and teams with the right skills to maximise their performance and have a high performing business that is sustainable.
Get in touch if you have any questions Tracy-Anne@tabarkerassociates.co.uk