Building High Performing Teams

high performing teams

High-performing teams are a common attribute of successful organizations.

Organizations with high-performing teams are 21% more profitable, 17% more productive, and have 10% higher customer satisfaction than low-performing teams. (Gallup, 2020)

With this webinar, you will learn about the factors affecting employee and business performance and how to enable your team members to perform better.
high performing teams

About the experts

  1. Sonal Kapur Sinha – Head Human Resource at Esme Consumer
  2. Manish Kathuria – Head Human resource at Honda Cars India Ltd.
  3. Amit Mishra – DY General Manager, Talent Management & Total Rewards, Landis+Gyr
  4. Ravi Verma (Host) – VP of Growth, Joy of Performing

 

Key takeaways from the webinar

  1. Role of the leaders in building a high-performing team
  2. Factors affecting employee performance
  3. Characteristics of high-performing teams
  4. Role of Technological Advancement in Workplaces
  5. Managing the performance of remote employees
  6. Specific methods to support high-performance

 

Why care about boosting team performance?

One of the core goals for any business is to be as profitable and efficient as possible.

High-performing teams are more adaptable, innovative, and grab business growth opportunities.

“Every business leader wants positive outcomes for their business, but the real challenge is to build a high-performance framework for your people,” says Manish Kathuria.

Manish likes to call this framework a performance philosophy. The framework that brings the team together and coordinates their efforts.

Characteristics of high-performing teams

  1. Clear and realistic goals
    Leaders must communicate and track specific and realistic objectives to promote high performance.
    People should have clarity about their roles and expectations from the company.
    “Employees often have low points where they want to perform better but are not enabled to do so,” says Sonal.
    “Everyone can be a high performer; they just need to chase the right goals.”
  2. Hiring the right people
    Onboarding the right fit for your organization’s roles is advantageous for creating high-performing teams.
    “The team must be able to reinvent themselves and adapt to the changing processes as the business demands,” says Amit.
    “Team members should learn to solve problems efficiently and learn from their mistakes.”
  3. Building the right performance management framework and mechanism
    It’s important to strategize a personalized performance management framework and mechanism for your teams.
    You need to consider team size, roles, collaboration methods, etc. to create an efficient mechanism.
    The framework and mechanisms should be transparent and fair for everyone.
    “After you decide on the right performance management philosophy, you should establish a mechanism that helps you build high-performing teams and even judge their performance,” says Manish.
  4.  Ongoing feedback
    You should encourage every team member to share feedback efficiently, both vertically and horizontally.
    “My performance output impacts other team members’ work, and if it goes on, it affects the team’s performance, so feedback should flow seamlessly across everyone,” says Amit.
  5. Engaging conversations
    Ongoing and open conversations about anything related to work can help team members actively address and solve challenges.
    This work practice will also help in implementing innovative initiatives as your quiet team members suggest practical ideas and strategies.
    “Allow your people to have continuous barrier-free conversations with each other, and they will be able to solve their problems and move forward,” says Sonal.

Role of the tools in enhancing team performance

  • Keeping team members aligned with organizational priorities
    You should use tools to help team members stay on track in their day-to-day work toward the key organizational priorities and goals.
    They must be able to do a quick reality check every day so that they can align their output with the common organizational goals.
    The people must know how they are adding value to the organization.
    “Job description does not help you in day-to-day strategy execution, but continuous course correction and performance management do,” says Sonal.“OKRs help your team members tie their daily work with the monthly or quarterly goals the team needs to achieve.”
  • Intelligent nudges to enhance performance
    The right tools can help employees make course corrections in their daily work.The tool can send you notifications about deadlines, feedback reminders, achievement notifications, course-correcting nudges, etc.

    “Smart notifications and nudges to the team members about productivity issues, strategy errors, performance-enhancing suggestions, etc. could be the game changer for the teams,” says Manish.

  • Automating specific tasks and saving time

    A productive tool will help employees save time by automating specific manual tasks such as creating reports, sending reminders to individuals, and doing some data entry.“My one expectation from a useful performance management tool is to automate as many tasks as possible for the team,” says Amit.Questions from the attendees
  • How to set up a high-performance culture in a remote work setting? How to keep it intact?

It’s easier to set up and maintain a specific work culture in the office, but remote working is a new way of working, and organizations need innovative ways to engage people.

When employees work from home, they are influenced by the culture at home, and you cannot ignore this factor.

“For our remote-working employees, we have to consider their point of view and way of working at home to make customized performance-enhancing suggestions,” says Sonal.

Keeping this culture intact requires effort from everyone, and leaders should be examples for promoting and communicating their specific culture to every team member.

 

  • How do high-performance teams deal with poor performers?

The first thing you do when you find out that some of your team members have not delivered on their expectations is to identify the causes behind this poor performance.

Check if there is a gap between the team or company goals and the employees’ capability and skills to achieve those goals.

It’s important to address these gaps initially and not let them affect the team’s performance.

This skills-execution gap in team members affects whole team performance; managers should be able to identify the inefficiencies in their teams and address them to improve teamwork and help poor performers be more productive,” says Manish.

 

  • Are high-performing teams a myth?

Startups need to sustain themselves during difficult times, and they cannot do it without high-performing teams.

The competition and the lack of profitability make it imperative to achieve the core business goals in the most efficient way.

 

We hope you found the insights from this webinar blog useful.

If you want to learn more about building high-performing teams, you can talk to our experts. We’re happy to help.

We host webinars on various topics related to business and team performance. You can find our previous webinars and information about upcoming webinars here.

Hope to see you in our future webinars!

 

author img

Gaurav Sabharwal

CEO of JOP

Gaurav is the CEO of JOP (Joy of Performing), an OKR and high-performance enabling platform. With almost two decades of experience in building businesses, he knows what it takes to enable high performance within a team and engage them in the business. He supports organizations globally by becoming their growth partner and helping them build high-performing teams by tackling issues like lack of focus, unclear goals, unaligned teams, lack of funding, no continuous improvement framework, etc. He is a Certified OKR Coach and loves to share helpful resources and address common organizational challenges to help drive team performance. Read More

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