HR & People Management
Posted 09 Aug 2019, Editor's Desk
Why Indian Companies are not able to Develop High-Performance Team?
In this article, you will study about seven important steps that will help you to attract and retain the best talent for building a High-Performance Team.
Step #1: Employee Treatment: Richard Branson Theory
Founder of Virgin Airlines, Richard Branson established the foundation stone of his company on the basis of a philosophy:
“First, train the employees well enough so that anybody can pay them double salary than what are you paying them. Second, treat them well enough so that they don’t leave your organization.”
People don’t like working in an organization, which doesn’t support and encourage them. They quit such organizations sooner or later that hurt the organization’s growth in the long run.
If you want to develop your own high performance team, then you need to develop a culture of personal interaction among employees a connection between the employees and the organization.
Developing a healthy culture in your organization is necessary so that employees can develop trust in you and get an opportunity to develop their skills and capabilities.
Step #2: Show Your Employees a Well Defined Career Path
Lack of a defined career path for employees is the pivotal reason behind the failure of startups in India.
An employee cannot work for a lifetime without getting any career progression and
When an employee observes that he is not going to grow in your organization, he starts thinking of leaving your company.
Hence, for building a high performance team, you need to tell them what will be their next level of designation/promotion to assure that they will be getting growth in your organization.
Build a career path for your employees’ talent progression.
Make their scoreboard as per their performance and support those whose performance is not good.
Without transparent communication among team members, building a high performance team in your organization is almost impossible.
The transparent environment in an organization increases confidence among employees, which instills a sense of security in them and builds a healthy working environment.
A boss should be approachable to employees so that they can share their ideas with him/her fearlessly.
There should be no favoritism in an organization as it fades away the confidence of employees and affects their efficiency.
Lijjat Papad is one of the best examples of transparent organization, where every working woman is the owner, and no one is allowed to do backbiting.
Step #4: Encourage Internal Promotions over Helicopter Landing
Until you do not bestow confidence upon your existing employees you can’t build a high performance team.
Therefore, Before hiring someone from outside, it is imperative to explore internal opportunity to deploy someone on a particular position as it instills confidence among existing employees.
While filing a vacant position through helicopter landing, try to place an internal person through talent progression. If you hire people from outside without giving the opportunity to internal people, they will stop working with full enthusiasm, and create a problem for newcomers.
The more you involve with your people, the more they will be committed with you.
Only giving orders, targets, and deadlines don’t work in an organization.
You need to be interested in your employees by making them feel special.
As a leader, for building a high performance team you must make every employee feel significance and ensure that he/she is contributing to the top line and the bottom line of the business.
But if you reduce their self-esteem and confidence, their performance will get affected, and so will be your business.
Step #6: People Like to Win
Nobody likes to taste failure, everyone wants to win. If you help your employees to win, they will not leave you, but if you let them fail by making them perform tasks which they are not expert in, they will certainly quit you.
You need to ensure that your subordinates win by doing their competency mapping.