As a frontrunner, you might be chargeable for managing your team’s performance, which suggests you should provide clear expectations and consistent feedback. In fact, managing performance is just not a sure bet but there are 5 steps you possibly can take that can enhance each individual and team success.
1. Ensure that team members have clear performance expectations. Effective performance begins with the communication of expectations. Everyone must pay attention to the team’s objectives, and the way their individual roles help fulfill these objectives. They need to also pay attention to the standards for successful job performance. Team members needs to be clear about their current strengths and weaknesses, and the way they’ll improve weaker areas of performance.
2. Consistently give positive and constructive feedback. Feedback improves team members’ self-awareness about their performance. When effectively facilitated, it could provide an especially powerful learning experience. Positive feedback refers to praise given to a team member regarding satisfactory performance. Constructive feedback consists of statements describing unacceptable performance or problematic behavior. While it is simpler to offer positive feedback, each are necessary if feedback is to function a learning tool. You’ll be able to greatly enhance feedback quality by applying the next 3-step model:
* Describe the behavior – “I observed/noticed… “
* Describe the impact of the behavior – “I’m concerned because… “
* Discuss how the issue shall be addressed – “How can we resolve this problem?”
3. Connect performance rewards to team goals. One of the effective ways to boost team performance is to make sure that performance rewards (e.g., merit raises, bonuses and promotions) are directly tied to the achievement of team goals. Historically, this has been an issue with the implementation of team processes. Many organizations use teams and expect team results, but reward employees based on individual performance. Meaning employees may receive performance rewards even when the team fails to attain its objectives. There could also be no higher method to ensure team failure than to employ such a reward process. If team members know they shall be rewarded based on individual performance, even when the team falls far in need of its goals, there shall be little motivation for them to try to be productive team members. Alternatively, if team members know their rewards shall be based entirely (or not less than partially) on team results, there is critical motivation to have interaction in team-oriented behaviors, and to work directly toward the achievement of team goals. Subsequently, one in all your primary jobs as a team leader is to make sure that the reward structure relies on team somewhat than individual performance.
4. Challenge inappropriate behavior and poor performance. Eventually, irrespective of how successful your team is, you’ll have to handle a performance or behavioral problem. While this is rarely a simple task, you possibly can increase your possibilities for achievement through the use of the 3-step feedback model described above. At all times concentrate on the behavior and the way it could be improved.
5. Work with team members to discover acceptable values and behaviors. One other step you possibly can take to create a collaborative environment and to boost team performance is to work with members to define team values and to make clear expectations regarding team member behavior. This lets everyone know what is very important, and the way team members are expected to act toward one another. It also lets everyone understand how inappropriate behaviors shall be handled.