People Performance
How to do less and get more from your people in 2020.
In our last workshop for 2019 we looked at emerging trends in people performance and took time to problem solve a real-life challenge facing each of our attendees.
Achieving peak people performance is a never-ending balance for leaders, people and teams. Moderate stress levels help keep them in the highest physical and mental performance zone. It's here where they're interested and excited but push them into overload and they'll be anxious or worse, panicked. but turn down the dial and people lose interest and get bored, it's a fine line.
We looked at four ways to get more from your team, without tipping them into stress mode.
Evolve your structure and management style to adapt and compete in an agile world; leaner structures, professional leaders and autonomous teams connected by clear strategies, purpose and ways of working will be key.
Avoiding time-wasting, inefficient meetings. Rather have a meeting that’s ‘fit for purpose’:
5-minute casual ‘stand up’ meetings once a day to discuss admin
Weekly hour-long tactical meetings to discuss priorities and approach
Monthly strategic team meetings to tackle one big challenge or opportunity
Quarterly off site ‘take a breath’ meetings to check on culture and overall direction
Understanding dealing with underperformance is not about determining if the person is up for the role, but rather what you should do about it:
Sit them down and say ‘we have an issue’
Talk through where the bar is set and how you will help them get there
Set a timetable for reaching that level
Explain what will happen if they continue not to perform
When it comes to communicating using technology, less is more
Success of collaboration technology depends entirely on employees changing the way they think about work
Reduce the number of tools being used - too much time will be wasted on training
Embrace the evolving workplace - a nine-to-five office culture doesn’t suit everyone, and employees are putting flexibility higher on their