5 Characteristics of High Performance Management Systems
Table of contents
According to a study by TruQu, only 5%Opens in a new tab of managers are satisfied with traditional performance management, and, according to OfficeVibe stats, 64%Opens in a new tab of employees aren’t satisfied with the quality of feedback they receive from their managers.
The latter study also shows that 20% of managers reported that their feedback wasn’t acted upon, which shows how employees no longer respond to traditional performance feedback.
Teams overcome obstacles when successful managers lead them. So, what are the traits of high-performance management? How can high-performance management benefit your organizations?
In this post, we’ll discuss the key elements of high-performance management systems and the qualities a good manager should possess to lead a high-performing team.
What is high performance management?
High performance management refers to the use of effective management practices and strategies to enhance organizational performance and achieve specific goals.
Effective performance management competencies involve using data, technology, and talent management techniques to drive productivity, efficiency, and innovation within your organization.
This managerial style differs from the traditional management style that some organizations still follow.
Some key elements of high performance management may include:
1. Setting clear performance goals:
Higher performance starts with defining specific, measurable, achievable, relevant, and time-bound (SMART) goals for employees and teams, and ensuring they are aligned with the organization’s overall objectives.
2. Ongoing feedback and coaching:
Providing feedback and coaching sessions through regular check-ins can help employees identify areas for improvement and develop new skills and behaviors that will lead to improved performance.
3. Using data to make informed decisions:
In order to build and manage high-performance teams, you need data. Leaders can better drive results by collecting and analyzing data on various aspects of team performance, such as employee productivity, meeting individual and team goals, and financial performance, in order to identify areas for improvement and inform decision-making.
4. Teamwork:
High-performance management involves fostering a workplace culture of collaboration and teamwork, where employees work together to achieve common goals and share knowledge and expertise.
5. Investing in employee development:
Organizations that prioritize employee growth through training and development tend to have higher levels of employee engagement, retention, and performance. High performance management involves providing employees with opportunities for learning and development to enhance their skills and experience.
See also: Individual vs Team Performance
Traditional management style
Traditional management styles are activity-oriented. Senior managers have all the power, followed by middle managers and employees at the bottom of the pyramid.
Since ideas have to pass through different layers, a lot can be lost in translation. Senior managers might feel that their opinions are ignored, and employees might feel like they’re not heard enough. At the same time, middle managers suffer because they’re lost between the two.
In traditional management, the manager sets the goal and takes credit for the outcome, but employees are the ones who do all the work. This is why employees working with traditional managers are more likely to be unsatisfied with their jobs, as they don’t feel recognized or appreciated enough.
High-performance management style
A high-performance management strategy promotes self-management. Senior managers and leaders focus on strategic performance management decisions, while team members are involved in all stages of the managerial process. This means that employees can be part of planning, organization, staffing, leading, and controlling.
Continuous performance management allows for more creativity, and talented employees can show off their true potential. In addition, leaders are more emotionally intelligent and invested in employees’ mental and emotional wellbeing.
In a high-performance management culture, employees are heard because all managerial decisions are employee-oriented. As a result, there are more meaningful conversations, and feedback is more constructive.
What are the benefits of high-performance teams?
High performance management is one of the main factors of organizational success. It gives employees a sense of purpose and makes them feel part of the big picture.
Here are the benefits of following a high-performance managerial style to manage employees.
- Employees who work in high-performance teams are more engaged and satisfied.
- High-performance management addresses the skills gap in the company. Investment in employees’ development encourages them, affects them personally, and impacts the overall company’s success.
- Employees have better career prospects, getting promoted or assuming more responsibilities.
- Increased employee morale and retention are directly related to high-performance management.
- Employees are more likely to recommend the company, its products, and its services to others.
- Self-motivation increases, and micromanagement decreases.
5 characteristics of high-performance management
High-performance management aims to establish a system that allows team members to meet their individual targets. All the integrated activities will improve overall teams’ performance and help the company outperform its competitors.
A high-performance management plan has some traits that enable leaders to create a safe workplace that allows people to improve. They support agile environments and don’t encourage public criticism.
Instead, they know their primary role is to elevate their team’s performance through attention to detail. Here are some traits that high-performance managers share.
1. Have confidence
High-performance managers don’t view employees as a threat. On the contrary, they know that they’re successful leaders and will make room for high performers to shine.
At the same time, they don’t rely on micromanagement. Instead, they focus on building a successful team with more accountability to handle tasks and overcome obstacles without a helicopter boss.
2. Possess high emotional intelligence
Successful high-performance leaders have high levels of emotional intelligence. As a result, they communicate effectively to learn more about their employees and their stories.
When managers are aware of what their employees are going through, they become more understanding. They can also be more realistic regarding their expectations without pushing their employees to burn out.
3. Focus on communication skills
Having good interpersonal skills is a key trait of high-performance managers. They offer clear communication, whether listening to employees or delivering information.
Having good communication skills also makes managers reliable. Their employees know that there are no hidden messages and they can safely communicate their ideas.
4. Builds social relationships
A good manager understands that good professional relationships go beyond the workspace. Employees are more likely to feel engaged and satisfied when they know they work with a manager who understands and appreciates them.
Active listening is crucial as it helps employees feel appreciated. Empathy is another key trait of a high-performing manager because they can sense their employees’ feelings.
They relate to what employees go through, and they interact with their problems. Statistics showOpens in a new tab that 93% of employees would stay in an empathetic workplace, despite different challenges. As a matter of fact, 60% will even accept a decrease in their salary as long as they work with an empathetic manager.
5. Learn to be more adaptable
High-performance leaders aren’t afraid to change their ways. They know the business world is changing by the hour and are ready to adopt new strategies and plans to succeed.
In addition, high-performance managers are flexible and will follow up with their employees to change plans as the organization changes. They’re goal oriented and explain work purposes instead of ordering employees to do their tasks.
How do you manage high-performing teams?
High-performing teams are made up of highly skilled employees who work together to achieve business goals. Team members’ values are aligned with the company’s values and culture, and they all share a vision or mission.
Members of high-performance teams are creative and have exceptional problem-solving skills. In addition, they follow effective and efficient work practices, share mutual respect, and practice transparent communication.
No matter how successful you are as a manager, your efforts might not yield the desired results if you don’t know how to build and maintain a high-performing team. Here are some tips for managing your team.
1. Create a stable team
Selecting the right team members is the first step. Next, you need to ensure that everyone on the team has the necessary skills to meet the team’s goals.
Most high-performing teams are small because each member has specific qualities that allow them to contribute to the overall team’s success. It’s your job to make a list of these qualities and guarantee that the members you pick can efficiently interact with one another to work in harmony.
2. Focus on team dynamics
Monitoring teamwork is crucial. Facing some obstaclesOpens in a new tab and rough patches will happen, but team members should be able to overcome them and work smoothly.
As a manager, you should establish values and ensure all team members share them. High levels of interaction will improve team dynamics and cooperation.
3. Encourage communication
Open communication is a must in high-performing teams. In traditional teams, employees might not share their ideas because they don’t want to get judged. In a high-performing team, the manager should encourage communication through active listening and giving credit.
4. Focus on learning
It's essential to realize and develop learning opportunities. Close monitoring of your team will help you identify skills gaps that should be overcome to boost the organization's performance and profitability.
Peer-to-peer learning, classes, webinars, and courses should all be implemented to encourage a continuous learning company culture.
7 Tips for building a high-performance culture
Successful leadership is the foundation of organizational success. In a high-performing culture, managers set the values and behavioral patterns that should be followed to outperform the competition and achieve success in a competitive market. Here are the best tips for building a high-performance culture.
1. Evaluate the company's status
Before working on any developmental plan, you should evaluate the company’s current performance management process and measure the performance review against the desired one.
This will help you identify skills gaps and other areas for improvement, so you can work on adjusting goals and strategies. Studies show that 43% of organizationsOpens in a new tab already have a skills gap.
2. Identify and communicate values
Managers should be able to identify, clarify, and communicate values to employees. Explaining the purpose of work instead of just giving orders goes a long way. These values should align with the company’s goals to succeed in its industry.
3. Reinforce positivity
Rewarding and recognizing positive behavior will encourage employees to perform better. It will also encourage low-performing employees to push themselves harder.
4. Develop growth plans
Promoting a culture of positivity and high performance requires helping low-performing employees. So, if an employee doesn’t meet team standards, you should offer growth and development plans to boost their productivity and performance.
5. Encourage communication
Listening to every employee can help you foresee problems and solve them before they negatively impact the company. Creating a fluid communication line will also build trust and respect between employees and their bosses.
6. Empower employees
Highly engaged employees will work hard because they know they play a role in decision-making. Empowering employees, asking about their opinions, and giving them credit for their contributions will make them feel recognized and appreciated. It will also encourage them to share their creative ideas.
7. Collect feedback
Transparent feedback will help leadership understand employees’ feelings regarding different decisions and practices. Anonymous feedback can also work and should be taken into consideration.
Building a high-performing team is key to your company’s success. You can request a demo from Workhuman® to implement a practical solution that increases your employees’ performance.
4 Skills to develop in leaders for high-performing organizations
Successful managers lead successful teams, and improving skills-based performance management is directly linked to the overall performance of the organization. Here are some leadership skills to focus on for building high-performing organizations
1. Refine communication
Improving your communication style to match the person you’re working with is crucial. Transparent communication supported by facts should be implemented, and showing passion and understanding will make employees listen to what you say.
2. Improve time management
Micromanaging and focusing on details contradict the traits of high-performance managers. Successful leaders should have good time management skills through delegation. This also builds trust with their teams.
3. Learn to empower employees
Leaders who empower their employees by engaging them in decision-making will succeed. Encouraging and appreciating participation will help leaders focus on other strategic decisions.
4. Work on flexibility and openness
Managers should be open to new ideas to help the company maintain a competitive edge. Gaining new experiences and trying new things will encourage employees to follow your lead.
Discover how Conversations® and the rest of Workhuman Cloud® can transform your organization's culture into one with gratitude at the center.
FAQs
What is the main difference between traditional and high-performance management?
Traditional management focuses on activities, while high-performance management focuses on team goals and employees who attain them. High-performance management is more flexible and empowering and will keep employees engaged. It also improves retention and encourages employees to be more creative.
How can I excel as a manager?
You need to be more open to new ideas. Improve your communication skills, actively listen to your employees, and ensure they know they’re part of the decision-making process. Trusting your employees and delegating duties will be the key to your success as a manager.
Conclusion
Emphasizing the principle of high-performance management can make or break a company in today’s world. It is a crucial aspect of your company’s success in a competitive business environment.
By using effective management practices and strategies, organizations can improve employee engagement, productivity, and innovation, allowing employees to produce their best work.
By setting clear goals, providing regular feedback and mentoring, using data to inform decision-making, encouraging collaboration and teamwork, and investing in employee development, you can build high-performance teams.
As a byproduct, you’ll create a positive employee experience by building a culture of continuous improvement, where employees are motivated to achieve their full potential and drive organizational success.