For some companies, finding top-notch people with the best credentials is the be-all and end-all, but human resources HR experts know that hiring a superior set of team members does not necessarily equate to building a high-performance team.
To have a “dream team” ultimately focused on continuous improvement, companies need to invest in a workforce management strategy that considers the following key components:
1. Well-defined organizational goals and desired outcomes
This is where effective supervision plays a central role. A capable leader will clearly communicate corporate goals which should logically align with their team goals and the expected output of each team member.
Each team leader takes the responsibility of consistently communicating the corporate vision and mission to keep everyone updated and on track. Each team member knows the role they play, and their responsibilities and accountability in terms of goal achievement.
2. Periodic measurement and evaluation
In terms of productivity and performance measurement and evaluation, there is powerful tracking technology available to ensure there are no grey areas. Teams and individual members are educated on what metrics are being used to gauge performance. This not only includes how each team contributes to the achievement of company goals, but also takes into consideration agreed-upon personal development goals.
3. Regular and effective feedback
Open and honest communication is key to preventing and resolving conflicts which certainly can crop up even in the most accomplished teams. Egos sometimes get in the way of resolving conflict, so leaders need to initiate communication to provide unbiased, objective feedback to their team members, and to be able to accept feedback in return.
Feedback needn’t always be negative since it is also a tool that leaders can harness for employee motivation. Through regular, consistent and honest feedback, all team members get a chance to see what is happening to their team, how they are performing in tandem and individually, and where they stand in terms of corporate goal achievement. This then helps them to be able to identify key success areas as well as areas for improvement.
Feedback can be communicated in the form of tables, charts, etc., posted in the team’s common area or shared via email, feedback sessions (one-to-one), verbal or written feedback mechanisms, and team meetings.
Furthermore, two-way feedback mechanisms give employees a feeling of empowerment. It helps them learn that they have a say in what goes on, that they matter and, more importantly, that they are accountable not just for themselves but also for the rest of the team.
4. System of reward and recognition for genuine contributions
A pat on the back goes a long way in motivating employees and cultivating leaders. Real achievements should be compensated in kind, and rewards and recognition can come in so many forms. Individual and group performance can be easily managed through workforce tracking so companies can award their best players.
Incentives, annual event achievement awards, spot awards, “thank you” cards, leaderboards, an innovative bonus system, expanded health benefits, leave credits, and the like all work to encourage people to perform above par and to always strive to do better.
5. Opportunities for education, training and development
Sometimes, people leave their jobs not because of poor pay, but because there is no “real growth” in their role and responsibilities. For people to grow, they need to be challenged, to expand their horizons, and to not feel they are stuck in a rut, stagnant and simply existing for their job.
Employers of choice usually emphasize training and development as key offerings to qualified candidates, and they always deliver. Investing in the education and training of people is always a win-win. People who are updated on the latest techniques and strategies related to their career and job role are able to utilize their knowhow and share what they have learned to spearhead the development and implementation of more efficient and effective systems for the benefit of the entire company.
So, hiring the best of the best in only the beginning.
Author Bio: Oliver Threlfall is the CEO of TechLoc