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\nSummary:<\/b> A high-performing team is a team that outperforms teams with similar composition. That would mean that they are consistently hitting \u2014 or exceeding \u2013 goals and deadlines, even if other teams aren\u2019t. Having high-performing teams in an organization’s staff leads to higher productivity, more cohesion and limits delays.<\/p>\n<\/blockquote>\n<\/div>\n
Every manager wants to manage a high-performing team. They consistently get their work done by the deadline and produce superior results. When compared to other teams of similar composition, they outshine them. While putting together a high-performing team isn\u2019t guaranteed, there are techniques that increase the likelihood of creating one.<\/p>\n
Key Takeaways:<\/b><\/p>\n
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High-performing teams have clear goals, expectations, and duties, both collectively and individually.<\/p>\n<\/li>\n
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Diversity is a major factor in high-performing teams. So long as all members get along, the more diverse the team, the more likely they are to be high performing.<\/p>\n<\/li>\n
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Most high-performing teams get along with one another very well and spend enough time with one another outside of work. Breaking down that barrier allows for more authenticity and better communication and collaboration.<\/p>\n<\/li>\n
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Teams excel when they know they can rely on one another and that they\u2019re valued by the other members of the team.<\/p>\n<\/li>\n<\/ul>\n
What Is a High-Performing Team?<\/h2>\n
While different people have different metrics to determine what constitutes \u201chigh performing,\u201d there are general aspects that everyone agrees on. High-performing teams are the ones that are consistently meeting \u2013 or exceeding \u2013 goals, avoid altercations, and are focused on their work.<\/p>\n
The Characteristics of a High-Performing Team<\/h2>\n
While there isn\u2019t any one factor that determines a high-performing team, there are characteristics that high-performing teams share. It\u2019s not always something that happens overnight, either \u2013 teams can take time to grow into their potential. That being said, if you look for people with these characteristics, you\u2019re much more likely to end up with an excellent team.<\/p>\n
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Diversity.<\/b> Having a more diverse team leads to more creative problem-solving than a team that\u2019s homogeneous. While diversity can sometimes lead to conflict, overcoming this helps cement their relationship as well as challenge one another to consider different aspects and solutions.<\/p>\n<\/li>\n
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Trust.<\/b> A high-performing team trusts one another. Part of this is in the sense that they trust one another to do their job and pull their own weight \u2013 and ask for help if they run into a problem. Additionally, it allows them to be more willing to make suggestions and have robust discussions about what to do.<\/p>\n
If the members of the team trust one another\u2019s expertise as well, then they\u2019re much more willing to listen to one another when it comes to each person\u2019s specialty. That allows for more collaboration and less obstruction.<\/p>\n<\/li>\n
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Good communication.<\/b> Being able to communicate<\/a> clearly and effectively is essential. Different members of the team have to know who to go to when they have a problem or need help with a particular issue. It\u2019s also important to know who\u2019s in charge of what, so you can check up on their progress when you need something from them.<\/p>\n<\/li>\n
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Respect.<\/b> High-performing teams respect one another. This isn\u2019t just a matter of believing that each person knows how to do their job \u2013 though that\u2019s essential \u2013 but communication, avoiding conflict, and what\u2019s expected. If each person fully respects one another and knows that they\u2019ll do an excellent job, it motivates them to do their best too.<\/p>\n
Having team members that respect<\/a> one another and each other\u2019s differences also lowers the likelihood of diversity causing conflict. It also makes it more likely that they\u2019ll listen to one another’s perspectives and take advantage of the different worldviews and experiences that each member of the team brings to the table.<\/p>\n<\/li>\n
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Defined Roles.<\/b> This is largely on leadership. It\u2019s very important that each person knows what their role is and what\u2019s expected of them. It prevents confusion and workers feeling like they have to keep asking what they should be doing, and it also means that everyone on the team knows what each other person is responsible for.<\/p>\n
While, of course, it\u2019s necessary to know what you\u2019re supposed to be doing, knowing what the other people on the team are working on helps with collaboration<\/a> and communication, as well as setting and meeting goals.<\/p>\n<\/li>\n
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Clear goals.<\/b> Teams that perform well know what their goals and expectations are. Setting goals and timelines also help with what order to complete projects in. There are times when one part of a project has to be finished before another can begin, and if there aren\u2019t set goals and a timeline, someone may end up being forced into idleness.<\/p>\n<\/li>\n
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Appreciation.<\/b> Part of teamwork is being willing to share credit. The whole team should get recognition for success. But highly successful teams are also more than willing to highlight one another\u2019s accomplishments rather than focusing on their own. Good teams<\/a> encourage and lift one another up rather than sniping at each other.<\/p>\n
If team members are recognized for their accomplishments, it\u2019s highly motivating. While, of course, the person who\u2019s recognized is motivated by the recognition, others are also bolstered by it. Not just out of a sense of wanting praise, too, but a sense of wanting to contribute to the team. Cohesive and effective teams don\u2019t want to let one another down.<\/p>\n<\/li>\n
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Motivation.<\/b> The people on a high-performing team are highly motivated. They want to get their projects done right and on time, and they also want to keep improving themselves. This motivation<\/a> translates into continual learning and improvement, as well as encouraging other members to do the same.<\/p>\n<\/li>\n
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Collegiality.<\/b> It\u2019s important that the members of a team get along with each other. The more they have a positive social relationship, the more willing they are to work together and bolster one another. Many highly effective teams socialize with one another outside of work, which allows for a closer and less guarded relationship.<\/p>\n
Barring that, members of the team have to get along with one another well enough to work together effectively. They need to be willing to lend a hand when needed and accept help when they encounter an obstacle.<\/p>\n<\/li>\n<\/ul>\n
Building a High-Performing Team<\/h2>\n
Putting together a high-performing team isn\u2019t easy. After all, part of the definition of a high-performing team is that their results exceed the expected output of the team. So while there are strategies you can use to up the likelihood that your teams will be high performing, it isn\u2019t guaranteed.<\/p>\n
Here are some tips to increase the likelihood that your team will be high performing:<\/p>\n
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Set clear goals.<\/b> Having a clear, attainable goal is a major aspect of high performance<\/a>. Team members have to know what they\u2019re supposed to be doing and what the end product should look like.<\/p>\n<\/li>\n
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Give each person a defined role.<\/b> If there\u2019s overlap in team members\u2019 roles, then that can lead to conflict, work duplication, or a miscommunication that ends with things not getting done. If something is the job of more than one person, unless they work on it together, it can lead to confusion as to who is actually responsible for it.<\/p>\n
The roles don\u2019t have to be rigorously regimented. If someone wants to branch out into something that isn\u2019t exactly their job description<\/a> but helps the team, they shouldn\u2019t be stopped. However, it may be wise to later update their title and\/or job description so that it\u2019s more accurate.<\/p>\n<\/li>\n
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Encourage communication.<\/b> Communication is essential when working as a team. Most people take their cues from leadership, which means it\u2019s your job to encourage your team to be open and communicative. And that starts with making sure that you communicate clearly and are receptive to discussion.<\/p>\n<\/li>\n
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Be supportive.<\/b> A manager\u2019s role is to make sure that their subordinates can do their jobs. While most of that ends up being logistical \u2013 in the sense of making sure they have what they need \u2013 other times, it\u2019s less defined. Your support can be in the form of training, encouragement, or direction.<\/p>\n<\/li>\n
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Facilitate socializing outside of work.<\/b> Teams that have closer relationships tend to be more effective. Most employees aren\u2019t going to take the initiative on this, so that means that management should encourage it if they want it to happen. Setting up a weekly or monthly meetup outside of work helps to encourage more authentic interactions.<\/p>\n<\/li>\n
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Invest in individual career development.<\/b> Remember that each person on the team is also an individual. If they\u2019re a high achiever, then they\u2019re looking at their career trajectory. Investing in that and helping pave a path for advancement helps with both motivation and talent retention.<\/p>\n<\/li>\n
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Consider the size.<\/b> The size of the team can have a huge impact on its efficacy. If a team is too small, it\u2019s unlikely to be diverse enough to encourage creative problem-solving. If it\u2019s too large, then it won\u2019t feel like a team and will likely lead to factions forming in the group.<\/p>\n
In a situation where you need a large number of people working on the same project, it\u2019s a good idea to break them down into smaller sub-teams. That way, you get the same camaraderie you\u2019d get from a small team, all while allowing them to work together as a whole.<\/p>\n<\/li>\n
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Treat them as a team.<\/b> Remember that your subordinates take their cues from you. If you don\u2019t encourage them to work together and view themselves as a team, then they\u2019re more likely to resist working together. And if you pit them against one another in any way, then you risk losing cohesion.<\/p>\n<\/li>\n<\/ul>\n
High-Performing Teams FAQ<\/h2>\n
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What makes a high-performing team?<\/b><\/p>\n
A high-performing team is a team that overperforms based on the expectations for a team of its size and expertise.<\/b> Putting together a high-performing team is tricky, as it requires trying to put people together who will have a synergistic effect with one another.<\/p>\n<\/li>\n
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How do you manage a high-performing team?<\/b><\/p>\n
When managing a high-performing team, it\u2019s important to set clear goals, give each member a defined role, and make sure to encourage camaraderie.<\/b> High-performing teams understand what the goals and expectations are and trust and like one another enough to work as a team<\/a>.<\/p>\n<\/li>\n
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How can team cohesion be improved?<\/b><\/p>\n
Cohesion in a team can be improved by making sure that management encourages teamwork, gives each person a defined role, and by mediating conflicts when necessary.<\/b><\/p>\n<\/li>\n<\/ol>\n
References<\/h2>\n