As the leader, you’re accountable for your team’s performance. This requires you to provide clear expectations and provide consistent feedback. However, managing your team’s performance isn’t an easy task, but there are five actions you can take that can boost your personal and team’s success.
1. Be sure that everyone in the team is aware of expectations.
Effective performance starts with the sharing of expectations. Every person should understand the team’s goals and the ways in which their respective duties contribute to the achievement of these goals. They should know the requirements for a successful job. The team members must be aware of their strengths and weaknesses, as well as what they can do to enhance their performance in weaker areas.
2. Give consistently positive and constructive feedback.
Feedback can improve the team’s self-awareness of their work. When it is properly facilitated, it can result in an extremely beneficial learning experience. Positive feedback is a form of praise that is given to team members about their performance. The term constructive feedback refers to statements that describe a poor performance or problematic behavior. It is much easier to provide constructive and constructive feedback; both are crucial when feedback is intended as a tool to learn. Feedback can be greatly improved in quality by using the following three-step model:
• Describe the behavior “I observed/noticed… ”
• Describe the effect of the behavior “I am concerned because… ”
Discuss ways in which the issue will be resolved Discuss the solution “How can we resolve this problem?”
3. Link rewards for performance to the goals of the team.
The most effective method to improve group performance is to ensure that rewards for performance (e.g., bonuses, merit raises, as well as advancements) are directly linked to the accomplishment of the goals of the team. This has historically been a challenge in the introduction of team-based processes. Many companies employ teams and expect results from their teams and give employees rewards based on their individual performance. So, employees could receive rewards for performance even when the team fails to reach its goals. There’s the best way to prevent the team’s failure than using this kind of system for reward. If members of the team know that they will be rewarded on the basis of individual performance, regardless of whether the team is far from meeting its objectives, There will be no motivation to strive to be effective team members. In contrast, If team members know their reward will be based completely (or at least partially) on team performance, it is much more motivating to take part in group-based activities and to contribute directly towards achieving the goals of the team. So one of your main duties as a team leader is to ensure that the structure of rewards is based on teamwork rather than individual results.
4. Refrain from bad behavior or poor performance.
At some point, regardless of how efficient your group is, you’ll need to tackle the issue of behavior or performance. While this isn’t an easy job, however, you can improve your odds of success by employing the three-step feedback system as described above. Make sure you are focused on the behavior and ways in which you can improve it.
5. Begin working with team members in identifying acceptable behaviors and values.
Another approach you can take to foster a more collaborative atmosphere and improve the performance of your team is to collaborate with team members to establish the team’s values and clarify expectations for team members’ behaviors. This will let everyone know what is important and the way team members are expected to behave towards one another. This also informs everyone of what unacceptable behavior are dealt with.