3 Ways Business Leaders can get High Performance from their Teams

Many surveys show leaders of top-performing businesses look for action-oriented workers. But 46% of the executives either delegate or procrastinate when faced with an uncomfortable task, according to media polls. In those polls when executives were asked what they do when faced with an unpleasant job – delegate, procrastinate or immediately do it themselves the statistics are revealing: 49% said they do the task themselves, 37% procrastinate, 9% delegate and 5 had no response. 

Employees follow the lead of their boss’s and other executives who pass the buck or avoid jobs according to interviewed business leaders by top media journals. Now that we understand this, hiring action oriented workers isn’t enough today. The initiative starts with leadership and flows downward. If you’ve got top performers but a manager who just delegates and isn’t an action oriented person, that is eventually what will happen to the whole group. A strong manager will convey his or her expectations through positive action and in everything they are doing. You can see the impact because people start doing things and things get done.

Keeping people involved – Hold quarterly meetings instead of yearly. Select the key people that are to attend those meetings and make sure they hold meetings to inform their teams. People need to know what’s going on today more than ever. You can’t expect your team to take initiative if they do not know what’s going on and they are sitting in limbo.

Encourage constant improvement – Where workers are struggling encourage them in the form of counseling. Implement a mentoring program. Find new tools to help your people succeed. Developing your workforce takes time to look at what each person on your team wants and needs individually and help them achieve their set goals.

Keep motivating – The best managers keep their teams motivated by encouragement when their teams are not performing well. When things aren’t working, they take the time to create new strategies and talk to their people about their ideas. If something doesn’t work in 2 or 3 months, they try something else new – don’t let what’s not working be the new standard.

Singh is a leading consultant in the field of workforce development and talent acquisition strategy and has been a trusted adviser to over one hundred companies. He is a graduate of OSU, NJIT and NYU. Connect with Vinay: https://bit.ly/2mR2nHv

Singh currently has two books in process and is a frequent contributor to linkedin.com and medium.com. He also promotes workforce prosperity through the closed Facebook community Rising Middle Class – Workforce Prosperity group.