How To Realign Your Team To Improve Performance
The charge of creating teams that perform and achieve company goals is often assigned to managers from leaders high up in the organization. However, understanding what truly motivates and engages an employee at work is one of the largest difficulties facing many supervisors and managers.
Without an understanding of these factors, how to go about creating employee alignment and ultimately driving performance remains unclear.
As a result, employee assignments are often delegated with little thought going into whether or not the task is going to be motivating to each respective team member. As a result, some members of the team may feel engaged, but often times many feel dispassionate and misaligned.
Reduce employee turnover by properly aligning employees
The VIA Institute for Character states that, “Sixty-five percent of employees who report having had a meaningful discussion with their manager about their strengths describe themselves as flourishing at work.”
When managers and their employees are connected and have a mutual understanding of what motivates each employee to perform at his or her best, work assignments and job context can be tailored.
Considering that most human resource professionals are struggling with the commitment and viability of their organization’s employees (i.e. employee engagement), realignment addresses the problem after the employee is hired, and before it’s too late and they’ve resigned.
How realigning team members helps company performance
Supervisor-subordinate relationships grow more effective when motivators of employees are recognized as unique and are cultivated in a custom manner.
In addition, collaboration of team members is enhanced when managers understand how certain people are motivated in the same ways within the same team. Unique advantages are also gained when pairing two employees that might be motivated differently, especially when those motivators complement one another in achieving a desired end result.
In turn, managers are better able to assess whether or not particular members of their team will perform in any given situation. This knowledge is not only critical for the here and now, but for every new corporate imperative that’s assigned in the future.
Proper performance alignment of the workforce allows for:
- Enhanced manager-employee relationships
- Increased productivity and performance across teams
- Cultivating collaboration amongst various members of the organization
Perhaps most important, aligning the workforce so that all members capitalize on their discretionary effort enables organizations to more easily achieve its overall performance objectives.