“Talent wins games, but teamwork and intelligence win championships.” – Michael Jordan
If you have been in the work force for long, you have probably had one or two jobs that were not ideal, maybe even one you came to hate.
And when there was nothing more your job could offer, you probably ended up disgruntled, stressed out and in the end moving on to greener pastures.
And just like you couldn’t stand such limiting environments, these are also not ideal conditions for any company to grow.
They are what most people (mostly your top talent) run away from, leaving you with employees who hardly care and underperform in everything.
And trust me these are not the kind of employees you want dealing with clients and customers. First of all, they will never go above and beyond their call of duty and end up hating the company and what they do.
They will do just the bare minimum as long as they get a paycheck at the end of the month and will leave as soon as another job comes.
The only and biggest contribution they will have made to your company is the high turnover.
If you are looking to run a successful company, you need the exact opposite. You need a team that is highly motivated, high performing and the kind that look forward to coming to work every day because they feel they are a part of the company and the bigger picture.
They care about your customers and building your business even as they take home a paycheck every month.
They will not just do their job but will go that extra mile; they are happy to deliver and are in tune with the business strategy.
Does any of that describe your employees? If not, here is what you can start doing to build a high performance work force.
1. First and foremost, hire qualified people
In a world where businesses try to outdo each other in the search for talent, every business needs talented people behind the wheel.
For this to happen, you need to ensure that your hiring strategy is effective whether it means, taking time to fill positions or letting someone do it for you.
As long as your recruitment process isn’t ‘quite there yet’ and you are not attracting the right talent, your efforts to create an engaged and high performance work force will always be void.
2. Stop micromanaging
When you have already hired top talent, don’t demotivate them by micro managing every little thing they do.
While even high performing employees need managers to set direction, what really drives high performance organizations is the feeling that employees are trusted and empowered to do their jobs.
No one likes to be micro-managed and certainly if your team is already highly qualified and self-motivated, they don’t need someone breathing down their necks every time.
In the long run, this will kill their productivity and the kind of innovation you need in your staff to not only compete and succeed but also profit.
3. Value and appreciate performance
Just by comparing the output of your top performers with that of your average employees, you can start appreciating the top performers.
Have clear performance metrics that are in line with the business strategy and reward people for meeting or exceeding them.
For instance, such appreciation could come in terms of bonuses having met certain targets.
4. Build a high performing team through training
As I had mentioned earlier, with such competition for talent, best believe that your top performers are constantly being monitored and eventually poached by your competitors.
One thing you need to realize is that apart from the set goals that the organization has in place, no matter how low an employee may be in hierarchy, they are looking to for personal development
And one of the ways you can do this is through introduction of training because an investment in their professional growth is an investment in your growth as a company.
And if you can’t offer internal trainings, outsourcing is still an option. [Leadership And Management Courses In Kenya]
The best business leaders know that the only way to make the business grow is to have a workforce that is committed to the business strategy. And it starts with who you hire, how you treat them and the opportunities for growth that you offer them.
It will not happen overnight but if you put in the efforts and have right policies in place, you will have a team that is engaged and goes above and beyond their call of duty to deliver.