This whitepaper has been created to help employers better understand high-performing teams and how they drive business performance and engagement.
Read the full report here.
Specifically this whitepaper explores:
From the research, we know that the process of building high-performing teams starts with recruitment. The most effective teams have a good team dynamic in terms of culture, skills and personality fit, are led with shared accountability, have clearly defined goals and objectives, and receive recognition for their good work. Conversely, poor leadership, team conflict, undefined goals and objectives and zero recognition for good work are key drivers of disengagement, dissatisfaction and underperforming teams.
You can see some of the survey’s key findings illustrated in the infographic below. It shows that effective leadership is one of the most crucial aspects of high-performing teams and includes the following findings from the survey:
Professionals rated “supports team members” as the most important quality in their leaders (78%) and hiring managers thought that being a “genuine and open communicator” was the most important personal quality of a team leader (83%).
As you can see, the key to creating high-performing teams that drive business performance and engagement is a combination of factors that extend from the recruitment process at the very beginning, to effective leadership, to rewarding high performers and adequately addressing poor performers. The risks of disengagement in poor performing teams is certainly reason enough to address the issue and make positive changes to team structures that will ensure high performance and growth in the long term.
Read the full report here.
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