Working with a team means there will always be ups and downs – and as a team leader finding the solution to a high performing team is your responsibility. Here are a few tips that can help you with what you need to turnaround your dysfunctional team:
1. Rid your team of the non-performers.
You will save yourself a lot of time and goodwill with your team members if you immediately get rid of those in the team that do not add any benefits. You will soon notice a shift in energy and a change in the way your team comes together.
2. Fill your team with capable people with the right attitude.
Teams only work well when everyone feels they are working as one and not being slowed down by others. Make sure you hire those individuals that have attention to detail and most importantly always follow through.
3. Be clear of your vision and what needs to be done to achieve it.
As group leader, you need to have a clear picture of what your vision is and of the means needed to accomplish it. Your vision should have milestones so that your team can keep track of their progress in relation to the overall goal. Don’t leave them wondering, let them be clear on what needs to be done.
4. Make your ideas theirs.
People hate being told what to do. Instead of instructing your team on what you want and need done, interact and ask them in a way that will make them feel like they came up with the idea. Keeping team members actively involved in decision-making helps motivate them to work harder.
5. Be generous with praise.
Praise is something everyone wants and it’s one of the easiest things to give. A simple “thank you” or “good job” can go a lot farther than you might think. Praise improvements that you see your team members make and let them know their hard work does not go unnoticed.
6. Schedule regular face time with your team members.
If you maintain the notion of an ‘open door policy’ then stick to your word. The best bosses that are able to maintain the best teams understand the importance of ‘checking in’ and keeping open dialogue and communication with every team member. If it doesn’t happen, the team can start to gradually drift apart.
7. Conduct your performance reviews to be most effective.
Performance reviews are an extremely effective way to communicate with employees and get a sense of where they feel they stand within your team. Performance reviews are huge predictors of team performance and help both the team member and leader understand and appreciate the other.
8. Hold individuals accountable.
If a team member is not pulling their weight, as the leader, you have to call them on that. Approach the matter with honestly and discretion, getting your point across as suggestive and constructive instead of feeling like you are accusing anyone. Other team members who are pulling their weight will appreciate you for taking control of the matter.
9. Give the team recognition and small rewards.
Every member of your team wants to be appreciated for their hard work. Recognizing their efforts and rewarding them will keep them motivated. These gestures can be small and effective. For example, give a shout out to someone during a company meeting for what he/she has accomplished that week. Run inner office contests or games or even try rewards like trophies, certificates, and plaques.
10. Share the ups and downs.
When your company or team does well, celebrate. It is a great way to let everyone know that you’re thankful for his or her hard work. If there are disappointments, share those too. If you expect high performance, your team deserves to know where the company stands. The most important factor is to always be honest.
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Paul Keijzer is the CEO and Founder of Engage Consulting and the co-Founder of The Talent Games, which aims to transform HR by digitising talent processes and creating more engaging and productive workplaces through gamification and mobile technology. As a global HR and Leadership Management expert, Paul knows how to combine business insights with people insights to transform organisations and put them on the path to growth.