Team Scenarios:
ABC & Co. has two teams of Customer Service employees:
1) Team XYZ
2) Team 123.
Team XYZ seems like a happy group with lots of energy. The team members support each other and work together. They meet regularly and help each other out when needed, so the team often exceeds its targets and invariably delivers amazing customer satisfaction and organizational results.
Team 123 on the other hand often argues, clocks in at 9:01 and out at 4:59, and speaks to one another only when necessary. They occasionally miss metrics and deadlines because the teammates’ roles and expectations are not clearly defined and they are quick to blame failings on one another, rather than go the extra mile to solve the problem.
Aside from the obvious – hard work and success – what is the difference between these two teams? What are the more idiosyncratic traits, the common denominators of high-performing teams like Team XYZ? What characteristics do they – and their members – have that make them so successful, and what can a team like 123 do to be more like them?
Well, let’s start with the basics, by defining high-performing teams.
What is a high-performing team?
To be considered a team – as opposed to an individual – it must be a group of people, collaborating on a shared job or project, working toward a common goal.
This team is often made up of highly driven employees who share similar values and work ethics, who are excellent communicators, and who consistently deliver high-quality products or results.
What are the attributes of a high-performing team?
We have already mentioned some qualities members of high-performing teams often have: They are highly driven, great communicators, good collaborators. But there are many other traits and habits that high-performing teams also have.
- Start with the right-sized group – Research suggests the ideal number for team members is between six and 10. This sweet spot allows for enough diversity and creativity without too much competition and disorganization.
- Know your people and choose them wisely – If you are starting from the ground up in building a team, look for folks who are of similar mindsets/values/objectives, who are respectful and work well with others, and who can take constructive criticism without insult.
The better you know and understand your employees, the more precisely you can match them with a suitable team, on which they can then make a positive impact.
- Establish roles, set goals and expectations – If everyone in the group knows their role, they can put all their energy into supporting that role, thereby avoiding question and conflict, and allowing team members to achieve maximum productiveness.
This could mean appointing a Team Leader. You should choose this person based on knowledge and experience, rather than nepotism or emotion, if you want the team to be successful. The Team Leader should be inspiring but not pushy, encourage cooperation without competition, and be trustworthy and levelheaded.
- Encourage communication – Not just among teammates but also with other teams and related personnel within the organization. The Team Leader sets an example by maintaining an open line of communication, encouraging phone calls and in-person meetings (and text or email when best suited).
Part of an effective communications strategy also involves encouraging team members to feel they can be open and honest with issues or concerns, rather than keeping frustrations and disappointments to themselves. And it also means everyone can be receptive to feedback that is not always positive.
- Set shared, measurable goals – Motivate teams by giving them goals or targets they will have to work hard – and together – to achieve. Acknowledge their efforts and a job well done.
- Encourage out-of-the-box thinking – Just because this is how it has been done does not mean this is how it always must be done. If you have creative minds on your team, take advantage! Foster their ideas and give real consideration for different possibilities – this is how “the next big thing” is discovered, how revolutions begin.
Need additional help transforming your existing team, or guidance building a high-performing team from the ground up? Make Strategic HR Consultants your high-performance team-building headquarters. Subscribe to our blog for more tips and info, call us at 888-272-7711 or visit our website.
