Growth Factorials

Once, my car driver approached me for a mid-year raise. I wasn’t entirely convinced he deserved it. Candidly, I shared that his driving needed significant improvement before any salary discussions. His shock was palpable, genuinely believing his driving skills were top-notch. What surprised me even more was his lack of awareness regarding his driving. The realization hit me hard – I had never explicitly communicated my thoughts on his driving skills. While I hinted at discomfort during rides, I never explicitly told him to improve. No wonder he was taken aback when I told him what I thought of his driving skills.

This scenario isn’t confined to car drivers. Many managers fall into the same trap, failing to provide clear, specific feedback to their team members. Unaware of performance gaps, team members continue unchanged, and their performance suffers. Annual reviews become a wake-up call, perceived as an excuse for a low increment rather than an honest reflection of their performance gap.

The Four Step Process for Performance Improvement

Here’s a simple four step process you can follow to improve the performance of your team:

1. Create a Transparent and Trusting Environment

Creating a workplace environment that encourages transparency and trust among team members is crucial for building strong working relationships. By fostering open communication and honesty, team members can feel empowered to express their thoughts and ideas freely, leading to a more collaborative and inclusive work culture.

2. Set High Performance Standards and Communicate them clearly

In addition to promoting transparency, setting a high-performance standard and effectively communicating it to your team is essential for achieving organizational goals. Even exceptional team members falter without explicit expectations. Clear and concise expectations can help employees understand what is expected of them and motivate them to perform at their best.

3. Share Feedback on Performance

Furthermore, sharing constructive feedback with team members is vital for their growth and development. Providing regular and specific feedback on their performance can help them understand their strengths and areas for improvement, enabling them to enhance their skills and contribute more effectively to the team.

4. Help the Team Solve their Problems

Lastly, supporting team members in solving their problems helps in moving the needle when your team members are struggling to find solutions on thier own. It also demonstrates your commitment to their well-being and professional success. Whether it’s offering guidance, resources, or simply being a supportive listener, providing assistance in overcoming challenges can strengthen the bond within the team and contribute to a positive work environment.

Why it Works: Consistent Communication and Feedback Loop

Consistency is key. Regular check-ins significantly impact performance. It’s about fostering an ongoing dialogue, not waiting for the annual review bombshell.

Try It Yourself

Next time you sense a team member could improve, pause. Have you clearly communicated your expectations? Have you offered specific feedback? If not, try it. The impact on your team’s performance might just surprise you.

It’s a small adjustment with a big impact on team performance.