How to cultivate high-performing teams
No teams want to be average, but only a few stand out.
But what are the characteristics of high performing teams?
Building those teams along with outstanding work environments relies on three main psychological needs: relatedness, autonomy, and competence.
Research has long shown that people who are psychologically fulfilled are healthier, happier, and more productive.
Companies around the world have been trying to cultivate positive environments that encourage a sense of initiative and empathy among employees. However, relatedness has been the most challenging to achieve as you cannot really make people like each other. Nevertheless, high-performing employees still find subtle ways to leverage social connections.
If you are wondering how some teams stand out, here’s what they do differently.
Conducting strategic meetings
Poorly run and unnecessary meetings cause employee dissatisfaction, cut creativity short, and cost companies billions of dollars.
High-performing teams avoid the downsides of poorly run meetings and organize more fruitful gatherings. They make sure every minute spent in a meeting has a purpose and is spent as efficiently as possible. This not only contributes to better meetings but also fosters better relationships on the long term.
Bonding over non-work matters
Although it’s frowned upon for employees to bond over non-work topics, studies suggest that these discussions offer many benefits.
When employees engage in personal conversations, they identify shared interests which enables them to cultivate authentic relationships.
In other words, working all the time doesn’t make a team more productive. On the contrary, high-performing teams know how to invest their time in building meaningful connections that facilitate teamwork. It is not about the hours worked, it is more about how you work.
Sharing appreciation & valuing success
Top performers know that there is no I in team. They prioritize collective success over individual victories and share their appreciation for each other rather than competing.
Feeling recognized and seen is often a more powerful motivating force than any monetary incentive. High-performing colleagues openly give and receive appreciation within their teams. This form of positive interaction encourages employees and therefore contributes to productivity growth.
Showing more authenticity
Members of high-performing groups not only express positive emotions with each other but interestingly negative emotions as well.
When something’s bothering them, they’re not afraid to voice their concerns and comments. They openly express negative emotions they are experiencing which surprisingly yields more positive performance. But how come?
Well, it’s quite simple. The opposite of expressing negative feelings is bottling them up, which leads to frustration and exhaustion. When you’re trying too hard not to show your negative emotions, you end up focusing all your energy on that rather than on your work.
Authenticity at work contributes to individual well-being and boosts productivity. However, it’s important to note that constantly expressing negative emotions isn’t always helpful or appropriate. The point is, when team members feel emotionally safe enough to express their feelings, overall team performance tends to be enhanced.
In short, exceptional teams are born through outstanding collaboration and solid partnerships.
Members of high-performing teams foster strong relationships with each other to be able to fulfil their roles and responsibilities and deliver great results.
If you are looking to build remarkable teams within your company, focus on developing your most valuable resources: your people.