High Performing Team? How do you know?

We all want the ultimate high performing team. We want to be part of one and we’d love to lead one. We aspire to the perfect work life balance that includes flexibility, wellbeing and mindfulness, as well as opportunities to grow and work at the cutting edge. We want to introduce market-leading software, increase our automation and get on the artificial intelligence bandwagon. There are many shiny new strategies and buzzwords in corporate HR today…. But do they genuinely fit your business?

It’s great to aim for best practice, leading-edge programs, BUT you must have the fundamentals right first. As a consultant to small and medium sized enterprises (SMEs), the gaping holes in key HR practices I see all too frequently are:

  • Policies and Procedures

  • Training and Development

  • Rewards and Recognition

  • Performance Management

Performance Management, in particular, is an absolute must for business growth and success. Unfortunately, many businesses grow so rapidly that they skip the basics in the quest to simply keep up and to continue bringing in the dollars. Staff performance is often managed informally or with a broken tick and flick review system, and in other cases I’ve met some leaders that haven’t sat down with their staff to discuss their performance for YEARS! Let’s take a look at this fundamental HR practice and ensure you’re doing what you can to build the ultimate high performing team to support your business.


What is Performance Management?

Thought leaders are now referring to it as ‘performance motivation’ rather than management. I think Google describes it very well: “The fundamental goal of performance management is to promote and improve employee effectiveness. It is a continuous process where managers and employees work together to plan, monitor and review an employee's work objectives or goals and his or her overall contribution to the orga