Useful tips to inspire your team and turn them into a high-performing one

Wherever your team’s performance stands today, there are ways to improve. Whether it’s finding the right communication tools, adjusting your talent strategy or improving your own management skills, you can make your team more effective.

These tips will help you strengthen your team’s performance.

1. Delegate key responsibilities to team members

Benefit: Demonstrating trust in your staff will motivate them to work harder.

If there is one thing about team performance management that has always been true, it is that effective managers know how to delegate responsibilities. I have seen average employees become top performers just by giving these workers extra responsibilities and authority over how they spend their time.

Identify the strengths and weaknesses of each of your team members. Then, use that knowledge to assign tasks to the individuals who are most likely to perform well. Communicate to the team who is responsible for each task. Encourage each person to take charge of their tasks and then step aside. You can always step in again if a problem requires your attention.

2. Provide incentives for high performance

Benefit: Inspire exceptional performance by rewarding dedication.

A job well done can be its own reward, but team members may need an extra incentive to go above and beyond. I’ve found that when projects require intense dedication, stress levels increase. Offering incentives can be an effective way to refocus your team’s attention on creating the best possible outcome. At the very least, offer public recognition to team members who have done an exceptional job.

3. Know when to step back

Benefit: Micromanagement can give staff members performance jitters. Stepping back shows that you trust your team to perform up to your expectations.

Saying that no one likes to be micromanaged is not a revolutionary statement, but it deserves to be said again. Modern digital tools give managers the ability to monitor employee performance on a granular level. While that capability has its advantages, it can be abused. I prefer to step back and assume the best of my team members. After all, I hired them because I was convinced they were the best people for their roles.

4. Explicitly define team member roles

Benefit: When everyone has a clear understanding of their responsibilities, projects can move forward more easily.

At the beginning of each project, I like to hear my staff members describe their role in their own words. This lets me know that everyone understands what’s expected of them.

If there is confusion about who is responsible for key parts of the project, you risk employees doing redundant work, or worse – the work may not get done at all. Ensure everyone knows their role, and you’ll have to do less day-to-day management of individuals.

5. Encourage two-way feedback

Benefit: Transparent communication ensures everyone meets expectations, including yourself.

Feedback loops ensure everyone is doing their job, including yourself. Depending on the scope of your project, you may need to conduct daily, weekly or monthly team meetings to check in on team progress. In addition, I have found that quick one-on-one meetings can bring to light any roadblocks to performance.

Consider offering some way for your team members to comment on your role, as well. Ask them what they need from you so you can help them to be as effective as possible. If you’re worried team members won’t be honest, an anonymous survey can make them feel more comfortable.

Interested in learning more? Contact ICML for more information about our tailored in-house performance management courses.