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Building High-performance Teams

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A successful business knows much of its success is due to diligent workers with excellent productivity. Employees who put forth extra effort often make a big difference in company profits. The employees who do only what the job duties require, and no more, can stymie the progress of a company. It is important to motivate all employees to reach their full potential and maximal level of productivity. Companies that recognize and encourage increased productivity are likely to be more successful than their counterparts that don’t.

One of the most important responsibilities is making your employees feel truly valued because without them your company would be not successful. To ensure that productivity, an employee wants to feel that they are contributing to the company success. Provide regular meaningful feedback in a constructive manner, effective feedback, both positive and negative, is very helpful. Feedback is valuable information that will be used to make important decisions. Employee feedback is the core of personal and professional growth. Many managers are scared of taking the time to truly evaluate their employees and give feedback, especially negative feedback because of how they might react. Research from Jack Zenger and Joseph Flokman, a leadership development consultancy, said that employers want the managers to give them a “negative feedback, if delivered appropriately, if effective an improving performance.” They also found that people want what the call “corrective feedback,” which they define as “suggestions for improvement, explorations of new and better ways to do things”. Their research said that employees want this, even more, praises, if it’s provided in a constructive manner.

Employees believe that constructive feedback does more to improve their performance than positive feedback. The research said that 57% employees said that they preferred to receive corrective feedback and 43% employees said that they would want the praise. When the managers give them a negative feedback the employees will be more encourage to do something better, of course, it will give them hurt but in another way, they will make improvement in the company, the example is like when the employees give some idea, but the idea is rejected by the company, they will think about another idea, the negative feedback will give time to the employee to make the idea more clearly, and also it will make them to improves the quality of the argument. Meanwhile, always giving negative feedback is not always good, sometimes people need a praise to make them not think they are very slow and can’t make any improvement.

Giving more freedom in decisions making, there are many companies that enjoin the employee to make decisions like they want. Instead, give them the freedom to make decisions, and support them along. The workers who have the autonomy to make their own decisions and be held accountable for those decisions tend to be happier and more productive. Decisions making can take many different ways, a company may let employees set their own schedules, choose how to do their work or even elect to work from home. No matter how the decision is defined, when people feel they have more latitude the results are impressive. Potential benefits such as greater employee commitment, better performance, improved productivity and lower turnover. In all cases, a problem should be redirected down toward the source. This makes it clear that the manager has both the means and the freedom to execute a decision. Too many rules might be suffocating, let the employee take their freedom and supported them in decisions making with the full responsibility. Give the employee more freedom in decisions making, will help create success for your business.

Recognition of employee performance, employee appreciate money, they also appreciate the praise, a verbal or written thank you, out of the ordinary job contract opportunities, and attention from their managers. Giving a reward to the employees who succeed in their job can lead to the employee satisfaction. A simple recognition like writes thank you notes that praises and thanks to an employee for a specific contribution in as much detail as possible to reinforce and communicate to the employee the behaviors you want to continue to see will make the employee happier, than the employee who not get any attention from their managers. Managers also can give the employee a small give like giving free lunch to the employee, giving them one day holiday or just giving their favorite candy bar. With re-recognition to the employee, it also will make a good relationship with managers and employee. It will build more trust in the company environment and the employee will never turn back. The employee will feel like they are contributing to the company and will stay with the company for a long time.

Employee’s contribution is very needed for the company success. Without employees, the company can’t run. Managers should make an evaluation of their work, so the employee knows whether it is good or bad. The managers also need to give an ability to the employee to take their own decisions and after the employee success in their work, they should give them some reward. So, its company job to make sure that employees are happy with their work, and employee make an influence on the company.

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