In most cases, people are the main asset of a company.
It is they who determine whether a company will be successful or not. But simply recruiting specialists, even excellent ones, is not enough.
To get the most out of each individual, you need a high-performing team. But how do you get one?
Building a team starts with selecting employees. It is very important to have a clear idea of the profile and skill level of the employee you want to see on the team and to indicate this in the job posting and during the selection process.
Every person you hire must not only be an expert in their field, but also be outgoing enough to communicate with their colleagues.
Now that you have recruited the best people, you need to evaluate the team. This requires understanding the strengths and weaknesses of each employee and understanding how people will complement each other.
It is quite possible that an employee is not delivering the expected results simply because he does not understand the tasks he needs to perform.
This type of misunderstanding is much more common than it might seem, so it is important for managers to find the most appropriate language and channels for sharing information with their specialists.
Be clear, objective and confident about what you expect from the employee, what his responsibilities are and how he should perform his work, including deadlines and goals.
Identify each of the processes that are carried out in your company. Who is responsible for what, from whom the person receives information and to whom he passes it on.
What time frame should all this be done in, and also determine what to do if one of the team members simply does not have time to do his work.
You can't build a high performing team if you don't measure and monitor its performance.
You must track the performance of the entire team as a whole, as well as track the contribution of each individual employee.
Performance indicators are essential for providing an objective view of results and for identifying opportunities for further improvement.
If a person has the opportunity for professional and career growth within the company, then, firstly, he will improve his professional skills, and secondly, he will become more loyal to your company.
Find out directly from employees what courses, lectures, seminars and conferences they consider relevant in their field.
In addition, by assessing the performance indicators, you can understand which areas need to be worked on better.
Moderate competition is one of the best ways to motivate employees and make each individual team even more cohesive.
Just be careful not to overdo it, you don't want to create direct hostility between the teams.
Try to convey to each employee that they all must cooperate with each other to get the best results, and that the benefit to the team will also automatically mean personal benefit for each team member.
You need to be able to trust employees, including important tasks. Delegate tasks according to each person’s area of expertise and give them the autonomy to complete them.
Avoid micromanagement, where you direct every step of an employee.
The main motivation in most cases is money. However, there are a number of other ways of non-monetary motivation. But the main thing is that you should have a system of incentives. And first of all, rewards should depend on the success of the team as a whole.
For example, you can create an incentive fund and distribute it among team members, with the amount of each employee's reward directly dependent on his or her contribution to the overall success of the team.
Each employee should have the opportunity to express their opinion on certain issues and make their suggestions.
The team leader must be able to listen to each employee and, if necessary, make adjustments to the team’s work.
Today, it is impossible to achieve success without the introduction of mass automation. Automation must be everywhere: in the sales department, in the accounting department, in the HR department, in the production shops.
Look at each individual process, see what can be cut, what can be automated.
Encourage employees to embrace automation, they should understand that it will increase their wages and make them better specialists.
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