What high-performing teams do differently to get ahead

When it comes to creating streamline workplaces and high-performing teams, research has whittled the key requirement down to placing emphasis on the employee experience.

Since the pandemic and the increase in hybrid/remote working arrangements, there has been exorbitant strain on the ability to create close interpersonal bonds between employees themselves, but also on their relationships with their employers. In order to lessen the impact of physical distance, we’ve taken note of 5 things high-performing teams are doing differently to get ahead of the curve. 

 

1. Frequent visual/vocal communication
   It’s true that a message can be interpreted a thousand different ways, and the same applied to emails. The ability to see or hear your team members communicate their thoughts and ideas helps to bridge the gap between language and intent. Although some tend to assume that video calls can be awkward, putting it into regular practice allows you to not only limit miscommunication and increase productivity, but also allows your team to get to know each other on a more personal level.
   
2. Strategic meetings
   It goes without saying that poorly-run meetings with little or no agenda are a poor use of time. Research has shown that regular and structured meetings increase collaboration and productivity, especially meetings that require some form of preparation or prework from employees. Running-through the daily and or/weekly tasks that need to be completed keeps everyone on-top of their ongoing projects and allows the opportunity for your team to express whether they feel overloaded and in need of help or support.
3. Bonding outside of work
   From a management perspective, it’s easy to dismiss and even disallow workplace conversations that are not related to work, and give an air of distraction. Research has shown that when teams bond over their personal interests, it allows for deeper and more genuine connections, which translates into them feeling more fulfilled in their job role. By organising and encouraging social events outside of office hours, you’re not only communicating clear work vs social appropriate boundaries, but also giving your teams the opportunity to bond and increase their ability for functional teamworking.
4. Giving and receiving praise
   It’s not only important to praise your team where it’s due, but it’s also important to encourage open communication for feedback and praise between peers. It has been proven that praise allows for employees to feel as though they are making valued contributions, contributing to their job role fulfilment and longevity. This is often more effective than monetary rewards in terms of motivation and output.
5. A relaxed working environment
   There’s a reason why some of the largest tech companies in the world adopt a very casual and relaxed workplace culture. Not enforcing formal language and communication allows employees to feel that when engaging with either peers and employers, that they’re forging genuine connections with people operating as their true selves, and not people masquerading as work-appropriate robots.