Building High Performing Teams By Cherryll Sevy, CMC Download this article:
 Building High Performing Teams (PDF, 305KB)  When did you last review your employees’ performance goals? Was it January or the beginning of your business cycle when they were initially written, or during the employee’s last performance evaluation? Hopefully you’ve pulled them out and reviewed them more recently with your staff? How are your employees doing relative to the goals and objectives you agreed upon way back whenever?
Building and development of high performing teams is an ongoing process. It is not simply two activities (the performance plan and the performance review form) book-ending a period of time. Whether it’s a sports team, a world-class symphonic orchestra, or a business organization, all successful teams rely on continued review and feedback to keep the momentum moving and the performance improving toward the desired end. Think about a football coach----he does not wait until the end of the season to discuss with the team members the performance against the goals established at the beginning. The process begins with specific goals and standards of performance clearly defined, timeframes and expectations understood by all. Unfortunately, all too often in business, when the goals are written is last time those goals are seen until they are brought out for comparison to actual performance at the end of the year.
A coach doesn’t wait until the end of the season to let the players know they are not following the playbook correctly. A player is told right after the error was made (or a great play executed), the correct behavior is discussed and the player works on continued improvement. The player is encouraged, offered suggestions and given very specific, instructive feedback as to what is required to ensure success.
High performing teams engage in continuous, specific, frequent and honest communication. Feedback should be balanced, both positive and negative. (I prefer the approach….praise in public and criticize in private whenever possible.) Not only should goals be discussed, but also standards of conduct, quality levels, and expectations of behaviors. If you haven’t already done so, set up a time to meet with your employee to discuss year to date actual performance against specified goals and standards. Regular, one-on-one meetings, as well as general team meetings should be ongoing and will encourage a stronger team, better performance, and motivate your employees to improve and strive for greater success.
For more information on how you can enhance your organization in any of these areas, please contact Cherryll Sevy at Cypress Ridge Solutions.
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