The secret to your success—transforming your workers into winners

Have you ever envisioned your dream team? Fantasized about having super-powered employees who always knock it out of the park when it comes to productivity, achieving goals and exceeding quotas? If so, you’re not alone. But in reality—those companies that have the coveted “dream teams” have learned one of the most important lessons when it comes to their organization. And that is the fact that there’s no place for “if onlys” in business.

These organizations know that a team of highly-effective, super-productive, motivated workers is achievable only if they’re trained and developed, managed and engaged. It’s not about waiting for the right person, but supporting the people already on your team so they can become the right people.

So the question is, can your current team be transformed into a dream team? The answer is a resounding yes! Here’s how:

Set expectations

Human beings by our very nature need to have goals to be motivated. Even the most self-driven people need to have something to shoot for to be successful. It’s a known fact that the most successful individuals in the world cite having goals as a key element to their achievements. Your workers are no different and any of them can be transformed into your company’s MVP if you set expectations and goals for them.

With that in mind, here’s what to consider when setting expectations:

  • Give a clear and specific description of what is expected
  • Provide direction on how to achieve goals
  • Ensure employees know what their role and their responsibilities are
  • Explain how their performance will be measured and assessed
  • Make sure they know why the goal is important to the company

Manage priorities

Time management is always a topic of hot discussion in the workplace and with good reason; it seems so many of us suffer with the “there’s not enough hours in the day” syndrome. But if coached well, your team can learn how to manage their priorities and get all their tasks done with efficiency and accuracy.

Some of the ways they can learn to manage their time is to:

  • Analyze tasks assigned for the given time period (to-do list for the day)
  • Assess which tasks are due when and put them in urgency order
  • Break a bigger task into smaller tasks
  • Track time spent on tasks to look back at later
  • Get tasks that take less time out of the way first
  • Avoid procrastination
  • Tackle one project at a time—don’t multitask by working on many tasks at once
  • Ask for help and support when needed

Measure key performance indicators

KPIs are more than popular buzzwords, they offer businesses a way to set and track goals and objectives. While they vary from industry to industry, KPIs serve as useful indicators of how well your company is progressing toward a specific goal and offer insight into what needs improvement or change. Implementing them into training, development, and progress-monitoring programs is a key step in creating a team of highly efficient, productive workers—your dream team.

Give feedback and correct behaviors

People cannot improve or change unless they’re aware of what they’re doing incorrectly. That being said, many businesses provide their employees with a yearly performance review that gives them an overview of everything they’ve been doing well over the course of the year and things that need improvement. But where these types of reviews fail are that there is no consistent feedback or coaching being done on an ongoing basis.

To take your workers from where they are now to a “dream team” level, consider implementing training, coaching and mentoring programs that go on continuously. A high performing team can only be achieved when everyone is given the tools and techniques they need to do their jobs better and better and to grow into higher level positions with new responsibilities.

And when it comes to giving effective feedback, here are some steps to follow:

  • State a specific purpose for the feedback
  • Be specific about when you observed the behavior being discussed
  • Explain how you felt about their behavior or your reaction to it
  • Allow them time to respond
  • Provide specific suggestions and ways to correct behaviors
  • Show your support

Once you’ve offered feedback, it’s also a good idea to summarize what you’ve talked about and to let your employee know that if they have any questions or concerns, you are open to discussing it with them and offering any needed guidance.

Who’s your MVP?

Every team has a most valuable player, right? Well, maybe in sports. But in the business world, employers who view everyone (including themselves) as their team’s MVPs are the ones that are most successful. While everyone has their own talents and unique abilities, working together, each person offers something important to the success of the team.

Think about it this way: There’s no such thing as an unimportant link in the chain—and the same goes for your staff. When it comes to having that illusive “dream team,” keep in mind that you can create your own high performers by using these techniques and tips.

Your people are only one step away from being the best and brightest—all they need is the proper training, development and coaching. Give them the support and engagement they need and you’ll reap the rewards that every top company realizes.

Discover how you can take your team’s performance to a whole new level using The Dorsey Group’s proven, strategic training, development and employee engagement techniques. Contact us today and we’ll help you put the tools, systems and processes in place to build the high-performing team you’ve always dreamed of.