Managing a high performing team
MANAGING a high performing team can be quite a job! A high performance team is constantly in the limelight, and so the team rather than the manager becomes an entity in itself. Although every manager works towards making his team the most sought after, after a point in time, managing such a team calls for special skills and abilities on the part of the manager. Being the `movers and shakers' in the organisation, it can be difficult to retain employees of this team. But holding on to them can prove beneficial. Let's take a look at how a manager can get maximum output from a high performing team, and also get some advantage for the organisation as a whole.
Keep it small
In an effort to get more results, some managers expand the team to such an extent that the team cohesiveness can be adversely affected. It also affects the communication process, and could affect the clarity of roles. Avoid going in for a major expansion as that can cause further harm.
Delegate authority
Give some autonomy to the team. The team members could lose interest and initiative if they need to seek permission and consent for every minor decision. Giving them the freedom to take minor, and sometimes major decisions will help improve the team efficacy. However, make sure that you as the manager are around in case any doubt or any problem arises. Be ready to take responsibility for your team.
Welcome complementary skills
Complementary skills ensure that one has the right skill mix for the intended purpose. When team members are adept at this blend of skills, they can handle any situation. So, encourage exchange of different, but inter-related, skills and information. This synergy could result in building an innovative and self-reliant team.
Encourage mutual accountability
Mutual accountability signifies an intellectual and emotional investment in the team on the part of all the team members. Make sure that they are perfectly in agreement over the goals and the time frames involved. This ensures that the team will function independently and smoothly.
Don't ignore discipline
A high performing team could be unruly. Here, the manager has to be assertive in drawing the boundaries. Work ethics can't be sacrificed to keep employees happy, make sure that the team knows this.
Give additional responsibility
Giving additional responsibility to the team members will enhance their sense of achievement. The additional responsibility should be over and above what the other employees or teams handle. It also provides a benchmark to other teams in the organisation.
Ensure skill building
Don't be complacent with team performance. Convince the team that there is always room for improvement, and thereby elevate the standards accordingly. This is the only way you can move ahead and ensure steady improvement in performance.
Give them recognition
Giving them the recognition that they deserve will ensure a feeling of accomplishment, a sense of belonging, an increase in job satisfaction and a positive work attitude. Post a well-done note or praise verbally. Bring it to attention of the others in the organisation. Make sure they get a mention in the organisation journal or newsletter. Make sure everyone in the group gets recognition regardless of their position. In addition to benefiting in terms of performance, the management can set up this team as a model team for other teams in the organisation. One doesn't have to look for examples outside the organisation. A high performing team is special to any organisation, so it definitely does deserve special handling. Don't you think so?
DEEPASHIKA MEHTA
faqs@cnkonline.com
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