High team performance: how to form? 10 key factors


With such strong competitiveness in the market, having a high team performance is an inevitable differential for any organization that wants to stay healthy.

When this strategy covers the entire team, synergy forces the company to achieve extraordinary results. So it is the manager’s responsibility to achieve this.

In this article, you’ll understand why it’s important to constantly look for high performance and discover important actions to form a team of excellence. Follow!

What is the importance of high performance?

High productivity in a business environment is one of the aspects that determines the growth potential of a team or a professional.

Although competence is already seen as a basic prerequisite in all employee profiles, it is the ability to maintain a high level of productivity that represents a differential in today’s market, and some factors are paramount to achieving this level of excellence.

High performance teams at work have motivation, set goals and a passion for the profession as outstanding characteristics.

According to an article by Eugenio Moussaca, a consultant at sapiens Sapiens (a company specializing in team leadership programs), published in VOC’s/A, passion for work is one of the most important factors to make up a high team performance, given that the level of demand and demand from those who reach this level of performance is quite high.

Goals need to be set

A clearly defined goal is the first step towards achieving performance beyond satisfactory, since a professional needs a specific mission that deserves his dedication by being able to develop the best strategy and the most appropriate action for the cause he is defending.

Having stated this, it is necessary that the team formed to solve the problem is not only attracted by their work, but also intertwined and confident, seeing the pleasure of taking new challenges.

Professionals who work well with high risks and who have the ease in helping and teamwork are among the most common in projects that emphasize high performance.

Motivation for high team performance

Back to the issue of motivation (often seen and seen as one of the most important factors for the proper functioning of all sectors of large corporations), having an inspirational leader is the key to creating an exceptional performance team. This is because, with only the guidance of a professional in the constant search for improvements and new achievements, the team feels brought to the highest levels of performance and achieving perfection.

Key factors in team’s high performance

A high performance team can make all the difference in a company’s success, sales and profits. Aware of this fact, more and more managers are looking for practical and effective alternatives to increase the motivation, productivity and satisfaction of their subordinates.

To help develop precise strategies that shape team performance, we have developed a special list of ten important items that need to be taken into account when planning incentives, allowing managers to organize themselves to communicate with their subordinates and motivate them quickly, simply and efficiently.

Check out 10 important steps to improve satisfaction and build high team performance.

1. Focus on leadership

As mentioned earlier, the transfer of security and motivation to employees is one of the great responsibilities of the manager. He should give examples, plan actions, establish roles, encourage staff and actively monitor the efforts and results of the teams under his command.

This subsequent involvement is fundamental to management and is enhanced by situational guidance that tracks paths and personalizes actions based on the moment the team experiences.

2. Open communication

Maintaining open and direct communication with employees is one of the key to the success of managers who command high team performance.

Therefore, the leader’s door should always be open to its leaders, allowing them not to interrupt the task due toand that the results are not considered to be unsuccessful because of a lack of guidance in carrying out various tasks.

In addition to openness, communication must be effective, be more accurate and aligned with the company’s strategic goals. The council should be concise and transparent to improve communication.

3. Solidity in the delegate act

Knowing the subordinates well as their core roles and talents is essential to knowing who delegates important tasks to them in the best way possible.

An important aspect is providing information security so that the team has a sense of confidence needed for production. It is normal for a leader to look for time to think and form reasoning, but it should be fast. When a strategy is formed it must be adopted firmly.

4. Constant feedback

In order to guide and improve skills that have some kind of disability, employees need feedback constantly, allowing for ever more performance.

This feedback should be swift and communicated constructively so as not to hinder the team and improve the workflow more and more. Thus, the team will have the necessary support to improve its work.

5. Motivation of employees

Unmotivated employees are unproductive and in many cases real disaster producers. We need to find ways to make the team excited and ready to do the best of the way.

Synergy, the environment and benefit policies are among the factors that particularly motivate employees to stay. So watch out for these details to stimulate high production.

6. Clear strategy

The goals that the team must achieve should always be well explained and objective, allowing each employee to know how to move to success together.

Uncertainty and complexity must be replaced by simple and effective action. You need to know where the business is going, have a realistic goal and maintain its fulfillment.

7. Diversity in the team

It is very important that people with different skills and profiles are in the same team so that they can help each other and complement each other together, contributing to synergy between colleagues.

Not only physical differences, but cultural and thought differences, can add value to intellectual capital and offer reasoning from several different perspectives. It’s a way to enrich the company’s co-thinking.

8. Critical Phase Administration

While a variety of profiles is necessary, it can lead to multiple communication conflicts – and it is the leader’s responsibility to know how to deal with this kind of problem, which is quite common in today’s job market.

Conflicts are to some extent natural because of differences of opinion. What should not happen is overtaking the limits, which harms the organizational climate of the company.

9. Finding Solutions

Encouraging employees to find solutions and solutions to various problems is important. The manager should both stimulate this type of activity and control it.

In a collaborative environment, it is better to solve this problem. So look for the guilty not people, and processes or equipment. The advice is not to focus on adversity, but to respond.

10. Harmony between colleagues

Harmony and synergy between the components of the team are fundamental to its proper functioning, allowing to discover new ideas without leaving aside the main goals that must be achieved or good communication between colleagues.

Promoting public meetings or meetings to discuss ideas can be useful in bringing people together and creating a psychiatric haven to improve the development of new reasoning.

We have reached the end of our article. Remember that there is no magic formula, but a path that usually leads to success. So it’s good to try to follow our advice, but adapt them to suit your feeling.

On the road to high team performance, innovation takes on a special role. In take this opportunity and download our e-book: “Full Guide: Use of Technology to Improve Productivity”!

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