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Team Behaviours That Drive Team Performance

With the advent of recent advancements and industrial revolution, employers have tried numerous ways to refine employee performance by driving motivation and encouragement. However, companies’ environments differ significantly. Every company adopt different strategies to drive encouragement and motivation – some are driving employees through menacing competition while some strive to ensure a congenial, benevolent and team-centric environment. But no company can claim with complete assurance that they’ve found a full-fledged method for driving teams’ performance that works consistently. In this article, we have collated a few ways that can help you improve performance and motivation in your workplace.

  1. Ensure That You Have Made Expectations Clear

If your employees do not know about the company’s goals they will feel aimless. Let them know the clear achievable goals and ensure that you have measurable standards in place to evaluate your employee’s performance. Exploit your leadership characteristics at its fullest. They must know what actions they are expected to take so that they can yield the desired performance and results. Your employees should know what they are expected to do, how they can meet those expectations, and how their performance will be evaluated.

  1. Give Frequent Feedbacks

Frequent feedbacks let employees know and understand their responsibilities towards company. It’s difficult for you and your employees, to recognize their achievements and pitfalls when their performance review time rolls around. By setting goals and by providing continuous feedback, you can motivate your employees and let them know where they stand relative to those goals. But always be specific while providing feedbacks. For an instance, instead of just saying that you “did a great job,” you can compliment him on the way he did the task, the strategies he adopted, or his way of presenting the task.

  1. Always correct behind the closed doors

Research has shown that many people are not encouraged by negative feedback. Infact, they feel it embarrassing. You can always discuss an ongoing and performance-related issue with the closed doors. Be an open minded person and remember Deming’s 85/15 rule, which says that a most of the performance related problems are not in an employee’s control. And, if it’s something the employee can change, it’s up to you to present the issue in such a way that he feels he can improve the performance.

  1. Do Believe in Your Employees
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An employee whose boss constantly makes him feel that he is worthless, he will not, feel particularly motivated, which in turn, will resist him to improve his performance. The perception of leaders’ trust and belief in their employees can prove to be a key component in transformation of an employee. And, that strategy is also applicable to the leadership and management team to help motivate them for making the office environment flexible and comfortable.

  1. Praise Your Employees Publicly

Appreciating his or her teammates is one of best leadership characteristics and it should be done frequently. One of the key factors that encourage complacency is your employees feeling under-appreciated. To make company’s environment healthy and encouraging you can celebrate small events like celebrating an Employee of the Month, celebrating their birthdays and work anniversary. Employees love praise; they thrive on it. Some research even suggested that employees willingly sacrifice their incentive bonuses for public recognition and appreciation. You can make it a continuous and standard practice in your company to recognize positive and result-centric employees. Your appreciation can vary in many ways like you can tie an incentive to accolades, offer them bonus or a gift certificate. As appreciating your employees publicly motivate them and results in continued stellar performance.

  1. Set up a series of smaller rewards

Many companies offer the annual bonus trip to the top-performing employee. But this leaves many employees who are also performing well anxious, which in turn, make them think there’s not much point in working hard and loyal because the only few people always reap the rewards. By setting up a series of smaller rewards you can encourage a large segment of employees for completing their goals and motivate ongoing performance excellence. For instance, instead of an annual trip, award several small getaways for each quarter. Always remember that series of smaller rewards motivate your employees to focus on additional areas of their performance.