Last updated on Aug 1, 2024
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- High Performance Teams
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Set clear and SMART goals
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Track and measure key performance indicators
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Provide regular and constructive feedback
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Empower and support your team members
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Use assessment tools to evaluate your team's performance
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Here’s what else to consider
Monitoring and managing your team's performance is essential for achieving high performance and delivering quality results. However, it can also be challenging, especially in a remote or hybrid work environment. How do you ensure that your team is aligned, engaged, and productive, without micromanaging or overloading them? In this article, you will learn some practical tips and tools to help you monitor and manage your team's performance effectively.
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- Sean K. Shahkarami, CPA, CFF, MAc Opilio Founder, TX Mental Health Board Appointee by Governor Greg Abbott, Strategist, Speaker, College Professor…
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- Monica Stalio Technical Support Analyst
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1 Set clear and SMART goals
One of the first steps to monitor and manage your team's performance is to set clear and SMART goals. SMART stands for Specific, Measurable, Achievable, Relevant, and Time-bound. SMART goals help you and your team define what you want to accomplish, how you will measure your progress, and when you will complete it. They also help you align your team's goals with the organization's vision and strategy, and communicate your expectations and feedback.
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- Monica Stalio Technical Support Analyst
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I think it is very important to set goals for the team, but we as managers should never forget that every colleague is different, and they have different set of skills. So, while 1 person could reach, for example, the cog target, but missing the quality target because they focus on productivity, someone else may be less productive in terms of cog, but have a stunning quality score
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Setting goals is meaning setting the mindset. Team then have alligned direction, focus, roadmap, prioritity. Therefore it become the basis of work
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In my experience as a leader of high-performing teams, setting the right goals has been crucial for success.I've leveraged the power of SMART goal planning with several teams, and been able to enhance focus, productivity, and performance, ultimately driving success for the team and the organization as a whole.But before implementing SMART goals consider the specific dynamics within a team, such as communication styles, collaboration norms, and individual preferences. Tailor the goal-setting process to accommodate the team's unique characteristics and foster a culture of accountability, trust, and cooperation.
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- Yugeswaran Vasudevon Application Support Manager @ MHC Asia Group | B.Eng (Hons.)
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- Communicate organization's goals regularly and make sure team members are clear on the plan and action to achieve them.- Be supportive and encourage them on the tasks and praise them when appropriate.- Identify their key strengths and weaknesses. Send them for training and courses.- Create a knowledge base and encourage team members to create support documents that can be shared internally and externally.- Involve the team in projects to get exposure and level up their skills.
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Providing the big picture/direction is really important and then partnering with the individual to create goals that links their specific role to the team/company. Involving the individual is critical in terms of ownership - we should own our own goals - so be sure you have the conversation with them & they are bought in/committed to them and understand them. Also be aware goals can shift over time so it is important to regularly review within people as priorities can shift.
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2 Track and measure key performance indicators
Another way to monitor and manage your team's performance is to track and measure key performance indicators (KPIs). KPIs are quantifiable metrics that reflect how well your team is performing against your goals. They can be related to quality, quantity, efficiency, effectiveness, customer satisfaction, or any other aspect of your team's work. You should choose KPIs that are relevant, realistic, and actionable, and monitor them regularly using dashboards, reports, or other tools.
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- Monica Stalio Technical Support Analyst
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While monitoring the kpis, we should take into consideration factors that may affect them ( technical issues/bugs affecting the amount of calls we receive, or a low psat/csat from partners that are upset because of an irresolvable issue)..asking for the team input is also very important to be realistic with kpis analyses
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Agree upfront with your team members; how it will be measured, the frequency of measurement & exactly how it will be communicated.
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3 Provide regular and constructive feedback
Feedback is vital for improving your team's performance and motivation. You should provide your team members with regular and constructive feedback, both positive and negative, that acknowledges their achievements, identifies their strengths and weaknesses, and suggests areas for improvement. You can use different methods of feedback, such as one-on-one meetings, team meetings, performance reviews, or online platforms, depending on the situation and the preference of your team members.
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- Monica Stalio Technical Support Analyst
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While giving feedbacks, it is also very important to keep in mind what is going on in people’s life: they may not be able to perform as normal due to personal issue , illness, issue at work, demotivation
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Its important to share how often you will meet and share regular feedback. Think about the feedback you are sharing - is it specific, clear and actionable. Its important to share the positive as well as areas for development and to agree plans around what they might stop, start or continue doing. Remember we are all different and we absorb feedback differently - some need more time to reflect & then come back while others are more immediate. Build this into your feedback cadence.
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4 Empower and support your team members
To manage your team's performance effectively, you also need to empower and support your team members. This means giving them the autonomy, authority, and resources they need to perform their tasks, while also holding them accountable for their results. You should also encourage them to learn new skills, take on new challenges, and collaborate with others. Additionally, you should support them by listening to their concerns, addressing their issues, and recognizing their contributions.
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In my experience, empowering and supporting teammates comes down to trust that is built upon three main principles.The factors that build trust are:I. Leadership tone ("tone at the top")II. Alignment of incentivesIII. Objectivity and equal treatment, balanced with relatability and graceI. People can spot hypocrites a mile away. No one feels empowered or supported by leaders who do not live out the values they expect from their teams. Walk the walk.II. Great organizations are typically great because incentives are aligned. What's best for the firm is what is also best for the team, i.e., training new skills and development.III. There is no room for playing favorites. Feedback and recognition should be objective and consistent.
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- Monica Stalio Technical Support Analyst
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Totally agree..don’t be scare of losing your people because they may get promoted: part of the manager job is to help your team grow
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5 Use assessment tools to evaluate your team's performance
Finally, you can use assessment tools to evaluate your team's performance and identify areas for improvement. Assessment tools are instruments that measure various aspects of your team's performance, such as productivity, engagement, collaboration, communication, innovation, or culture. They can be surveys, quizzes, tests, or other formats, and they can be administered online or offline. Assessment tools can help you gain insights into your team's strengths and weaknesses, and develop action plans to enhance your team's performance.
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- Monica Stalio Technical Support Analyst
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Totally Agree. Also it is a good way to keep the team engaged, and to make them feel heard….and what is more important , is to act on the feedback, and if nothing can be done to improve/change, it needs to be communicated to the team
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6 Here’s what else to consider
This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?
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- Mathilde Dommery Head of People
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Par expérience, je rajouterais qu’il faut savoir appliquer un peu des 5 exemples. Chaque collaborateur n’a pas la même sensibilité… l’idéal reste de connaître ses équipes et de les impliquer au maximum dans nos attentes. La performance est multiple et dépend de beaucoup plus de chose que la motivation, elle implique l’environnement de travail, les outils, l’ambiance, ect … donnons toutes les chances à nos équipes avant d’imposer des résultats.
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