How to Get the Best Performance from Team Members

Whether you?re into finance and accounting services or business support services placing a group of experienced employees together does not guarantee the success of a team. Each member must perform at a high-enough level to ensure that his contribution is an integral part of completing the project. It is the job of the human resource services to get the best performance from team members, work to help maintain momentum until all required tasks are completed.

Individual performance and getting your team to perform are two totally different entities. Indeed, they represent a total shift in paradigm. When you focus on your entire team's performance, your own achievement includes the sum total of the whole team's achievement, and an individual failure can also pull your team performance down.

Below are a few tips on how this can be achieved

1. Conduct a meeting with your team as soon as it forms and explain the mission of the company and why your department or team is important to realizing the goals. Tell the members why they were chosen to fulfill the duties of the project.

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2. Include your team in planning the activities to meet deadlines. Allow each member to determine their duties that lead to the end result. Write down performance plans and reassess regularly to ensure compliance

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3. Encourage employees who do not perform at a high level to take responsibility for their work and help keep the team moving forward. Let the laggard members know that their tasks are important and that other workers rely on them. Remind them about the characteristics they possess that led you to choose them for the team.

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4. Brainstorm with your team to discover more efficient avenues for task completion. This exercise also shows that you respect your team members' ideas and will listen when approached about new solutions to output delays.

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5. Allow team members to resolve conflict among themselves, with you as a guide. Ensure that each one respects the other person's idea and position, but make it clear that they must do what's best for the group and the company. Teaching your staff how to place their personal conflicts aside to advance the goals of the team helps them learn how to avoid behavior that slows down progress so they can perform at their best together.

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6. Reward employees for meeting interim deadlines and completing portions of the larger project. A pizza lunch in the workplace or a half-day off with pay serves to refresh and motivate the team. If your budget allows, organize a morale booster that includes a day of activities and bonding away from the office to encourage your team members to perform efficiently as a team.

Team leaders or supervisors have the task of motivating members to work toward a common goal and maintain positive outlooks about the project and the company. If deadlines are usually short, requiring high energy levels from the team, your staff risks burning out. A good, motivated team is an asset to the company. Maintaining and encouraging healthy interpersonal relations among the employees goes a long way in creating healthy bonds and avoiding unnecessary office politics.

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