It’s no secret that high performing teams continuously exceed expectations and deliver tremendous results. High performing teams consistently go above and beyond by contributing new ideas, delivering first class customer support, and enriching an organization's culture that ultimately leads to a better bottom line.
We know that a lot of effort, thought, and strategy goes into building a high performing team, but what are the secrets to creating such a team that everyone strives for? In this segment of Ask an HR Guru, we asked HR professionals: What’s the secret to a high performing team?
"One of my favorite sayings is, "luck is the residue of design", and the same is true for assembling a team. Know your company's mission, goals and values, then you'll have a clear vision for what it will take to find the people of character and competencies to build upon the company's success."
"High performance teams (HPT) is a concept that I taught in my classes; the people on the team have a solid trust in one another and a belief in the team’s purpose. There is no right or wrong answer in an HPT- everyone is free to express their ideas and feelings. They are all working towards the same goals and there are clear rules and expectations of how they should work together to accomplish the team goal.
The “secret” to making the HPT work well together is getting everyone to not only articulate the common vision, goals, and tasks but to “own” them, and then hold one another accountable and responsible for achieving outstanding results."
"Employees being engaged. Trust and cohesiveness among the team."
"Solid "right sized" leadership and employees who want to be engaged. Companies need to be constantly developing leaders, people who can lead small groups and teams just as much as managers, directors, and VP's. Leaders that follow servant leadership principles to help develop employees on their teams into the next group of Leaders. When employees see opportunity in this way, it makes them want to learn more, do more, and be more. Second, companies need to be better at identifying potential Leaders. Don't let your good employees languish doing uninteresting work. Grab them and pluck them out of the crowd and get them involved in interesting work to go deeper into the organization. Entry level employees will come and go, but Leaders tend to have more invested and tend to stay. Develop your Leaders."
"Give your team clear directions and plenty of autonomy. People are like birds and like to be free."
"Effective leadership with clarity around duties/responsibilities and when to bring in other members of the team."
"Communication, open communication. This means being able to say (and receive) the difficult things. Without challenging each other, we will not be able to continue to grow."
"I think that two of most important things that all high performing teams have are trust and unbelievable communication. When there is open communication, there are no surprises and issues are covered right away. It also doesn’t allow the development of a superego by the team members."
"Communication, organization and trust are the foundation. Then add passion for the mission/vision and you have high performance."
"You have to be friends at work. That doesn’t mean you have to hang out outside of work, but you need to be with a team you can be silly and laugh with. If you can do that, then you can buckle down and help each other too."
"Communication, first and foremost. If you have that, then the rest tends to fall in place."
“I believe hiring people with passion, purpose, and character is more important than certain skills or competencies. Skills and competencies can be acquired on-the-job; however, passion, purpose, and character is something that is deeper, it’s a result of one’s upbringing, and is refined throughout life experiences; therefore, it’s not easily created or duplicated in the workforce. You either have it, or you don’t.”
This concludes this segment of Ask an HR Guru. If you’re an HR Guru and want to participate, click here to view questions and submit your responses.
This blog was written by Ally Edwards, Marketing Communications Manager at PeopleGuru. This post may not be copied or published without permission.