Businesses face many challenges in their day-to-day activities that require quick solutions. Most of the solutions are provided by the team members. The perception of working collectively on a project, as well as other factors, defines the success of getting solutions.
A few years ago, a study from Stanford found that even the simple perception that one is a part of a team of colleagues working collectively on a project can boost performance as they take on challenges. This further enhances the idea that collaboration is key.
There are a handful of ways to build collaborative teams, including:
1. Focused HR Practices
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Collaboration is not solely in the hands of executive teams. Looking at the impact of a wide range of HR practices, the reward system has no discernible effect on the productivity and innovation of complex teams.
While most formal HR programs appear to have a restricted impact, two practices improve teams’ performance: support for informal community building and training in skills related to collaborative behavior. If collaborations are solid, the HR team will naturally make a significant investment in one or both practices—typically in ways that outstandingly reflect the business strategy and culture of the company.
2. Modeling Collaborative Behavior
In businesses with thousands of staff, only a handful have the chance to observe the behavior of the senior team daily. However, the apparent behavior of the senior executives plays a major role in determining how cooperative teams act.
However, while the behavior of the executive team is essential to supporting a habit of collaboration, the issue is to make the behavior of executives visible. The collaborative nature of the senior team should trickle throughout the company to enable employees to learn that the most significant way to get things done is via an informal network.
3. Ensuring the Necessary Skills
Many of the factors that support collaboration relate to the underlying habits and culture of the team or company. Several skills are essential: program management, creatively and productively resolving conflicts, engaging in meaningful conversations, and appreciating others.
By training staff in these areas, a business’s corporate learning department or human resources can make a significant difference in their team’s performance. Most successful teams come from companies that had commitments to teaching staff relationship skills.
Create programs that focus on the values of your clients and ensure that every client has access to all the resources the organization has to offer. This is principally a course on creating collaborative partnerships with clients, highlighting the significance of trust-based personal relationships.
4. Team Chat
Team chat is quickly taking over email in many fast-thinking companies, as it helps workers to communicate more efficiently and effectively. A team chat app for business communication and collaboration is ideal for maintaining a streamlined workflow. They also help to keep team members engaged and connected, especially remote workers.
Keys for Effective Employee Performance Reviews
Once you improve collaboration, you can start monitoring employee performance. There are several key aspects to effective employee performance reviews:
1. Goal Setting is a Crucial Factor
Regardless of the component of the process of your performance review, the first step is goal setting. The worker must know what is expected of their performance. Your intermittent discussions about performance must focus on these portions of the worker’s job.
2. Performance Review is Recommended Daily
Performance reviews are not a yearly event. Quarterly meetings are best with employees. In a mid-size business, job evaluation and planning are recommended two times a year in a mid-size business. Career development planning is also essential so the employees can discuss their career and job formally with their manager. This should be done a minimum of four times annually.
3. Make Clear How You Intend to Evaluate Performance
During goal setting and preparation, you need to ensure employees understand their measurables. Describe precisely what you expect from the staff and how you intend to assess their performance. If the performance review process of your company includes a staff self-evaluation, share the form and discuss what the self-evaluation involves.
Be More Efficient
Building a collaborative team is a great way to take your company from zero to a hundred. The performance review can also boost your relationship with your employees and enhance the communication between employees and managers. Overall this can boost efficiency and lead your team to success.