Improving Team Performance Top 10 Tips

Springing bad news on an employee during an appraisal usually means you’ve been avoiding the day-to-day performance management of team members.

Performance Management

Springing bad news on an employee during a performance appraisal usually means you’ve been avoiding the day-to-day management of team members which would have the effect of improving team performance.

So here are ten ways to nip issues in the bud before they grow.

1. Avoid Magical Thinking

As much as we may hope they will, problems don’t just go away on their own.

Recognise that they will only get bigger and worse unless they are dealt with early on.

Delaying only creates anxiety for you, and doesn’t help the team members in question – as they may not realise there’s actually anything the matter.

2. Act Quickly

As soon as a problem arises, arrange to have a chat with the person involved. If it is bad news, nip it in the bud.

Don’t just wait for your next performance appraisal session, as the problem can grow in the meantime.

You can always discuss it in more detail in a further meeting later, but by having the initial conversation as soon as possible, the worry of carrying it around will be limited.

3. It’s Good to Talk

It is also extremely helpful to schedule regular feedback sessions to review how things are going from both your and your employee’s point of view.

This is especially true for any project that has a deadline attached.

4. It Takes Two To Tango

Talking about improving team performance shouldn’t feel like a lecture, so make these conversations two-way.

Ask open questions and listen carefully to the answers. Have an open mind, especially if your employee raises any issues or problems with management.

People need to be encouraged to give feedback upwards without fear of any repercussions.

5. Avoid Being Wishy-Washy

Set really specific goals and parameters aimed at improving team performance.

Measurable goals make it easy for both parties to see whether or not there has been sufficient progress.

Make sure you follow up on a regular basis or your goal-setting won’t have any real meaning.

6. Praise The Day-to-Day

Don’t reserve kind words solely for ‘above and beyond’ work.

People love to be acknowledged and appreciated for the work they do on a daily basis.

This is a great way to build trust and morale because it shows that you notice the small things – and not just the mistakes.

7. ‘A’ For Effort

Trying still counts, so always point out any areas of improving team performance you’ve noticed since the previous feedback session.

You can review any difficulties that have arisen and see how they’re being dealt with.

8. Take Control

The onus is on you as a manager to monitor your team and try to see issues from their point of view.

It’s unlikely that others will see a situation in exactly the same way as you.

So get a dialogue going about what it looks like from both ‘sides’.

You can pre-empt difficulties before they even arise or at least intervene to prevent them from getting out of hand.

9. A Burden Shared…

Never let your team feel as if they’re left to fend for themselves.

It’s important to not only provide support but also to let your employees know that they can ask for more if they need it.

This lets them know you are doing all you can by way of improving team performance.

10. Everybody Matters

Make it clear to each employee how their role contributes to the organisation as a whole.

When people realise that their performance is vital to the company, they are more motivated.

Give praise, deal with difficulties as they arise, let people know if the goalposts have changed (they inevitably do in any working environment) and don’t complain about your people to others behind their backs.

That’s good team performance management. Mostly it’s straightforward common sense. It will take some effort but if followed it really can make work a far better place to be.