We all want successful teams that work well together, choose to take initiative and kick goals. These magical teams filled with talent and opportunity are unfortunately not guaranteed even with good hiring practices. The good news is, managers who choose to lead can produce a positive culture that breeds success and encourages team members to achieve on their own terms.
Successful teams are not only beneficial to the business but also to those who are in them. Job satisfaction is significantly increased for those who can see they’re directly contributing to business goals. Those who are in high performing teams that have a positive culture tend to be loyal to your organization and also look for ways to help improve the quality of the work and also the environment they’re working in.
Before starting on your mission to improve the culture of your organization or team, it’s important to first conceptualise what success may look like for your team. We recently asked HR managers what they looked for in high performing teams, these were the most important signs on the pathway to success.
Interestingly, only 25% thought a high quality of work produced was a signifier of success in teamwork. This truly shows that the traditional criteria for success has dramatically changed and we need to focus on initiative and innovation with work. If you’re looking for new ideas and to encourage more initiative, consider training that will encourage innovation for your team. If you want to improve willingness to help out, lead by example and volunteer your time on a few extra projects.
In conjunction with envisioning success, it’s important to set values that compliment your vision of the future and help to create a pathway forward. Set aside some time with your team to create values that will help transport you towards your ideal team environment. For instance, if you want new ideas and initiatives, a good value to have would be creativity. If you want better team unity, a value for this could be thoughtfulness. Regardless of what values you decide upon and what your joint vision of success looks like, it’s important that you include your team in on this as this buy in will be vital.
Goals are critical for setting yourself and your team up for success. After setting values for your team, work with them to integrate these values in both individual and collective goals. This is a tangible way that you can measure your progress and focus on areas that need improvement. Goals should have short term achievements as well as longer term milestones that you can celebrate together, we recommend having a goal setting system that helps you track these wins easily.
Just as much as you’re spending time with your team working on collective goals, it’s important to check in individually with each of your team members. This serves as a useful time to discuss individual progress and understanding regarding the work they’re producing.
Check-ins also provide an opportunity to discuss upskilling which can be useful in bridging any skills gaps in your team. Invest in training for your team to keep them at the top of their game and also in tune with the latest developments in their specialty. If each of your team members is constantly learning, they’ll bring in new initiatives and ideas that can better the overall performance of your team. If continuous learning is a value for your team, make sure you allow time for people to share what they’ve learned from training sessions with the team, this not only helps cement theory, but also spreads knowledge further.