A high-performance culture in an organisation makes people want to come to work because they know that their input counts and that their efforts are valued by the company and by their co-workers. It allows them to focus on doing what they do best every day without having to worry about how others might react if they fail or how others will treat them if they succeed. This article explains the importance of building a high-performance culture and steps that would help you create such a culture within your organisation.
What is high-performance culture?
A high-performance culture in an organisation uses a variety of tactics to bring out its employees’ best while at the same time encouraging them to develop personally. It fosters a collaborative spirit and provides several types of training to its workers so they can be as effective as possible. Workers are judged on more than just their output; often, companies will evaluate an employee’s leadership skills, work ethic, communication ability, and personality type to determine whether he or she would fit into that company’s unique environment.
High-performance culture characteristics
A company has several characteristics that make it a great place for high-performing employees to work. The firm encourages team members to help each other out in difficult times. Team members are encouraged to constantly learn new things through regular classes and workshops provided by In addition, employees receive plenty of praise for going above and beyond expectations. Let’s discuss the importance of building a high-performance culture and a few things that would help to create it in an organisation.
Increase positive communication among employees
High-performance cultures usually have a lot of positive communication between employees. According to psychologist Mihaly Csikszentmihalyi, the best moments usually occur when a person’s body or mind is stretched to its limits in a voluntary effort to accomplish something difficult and worthwhile.
When employees are challenged both intellectually and physically, they reach their full potential, which leads to stronger team bonds. Research has found that the teams with the highest levels of bonding are those that have been through adversity together. High-performance cultures are also seen as places where employees try new things, share ideas, and take risks without fear of embarrassment.
Remove obstacles to productivity
An effective way to develop them is to first remove obstacles to productivity. Identify obstacles that are unrelated to their productivity and remove them as much as possible. Be aware that there might be potential blockers that come from within their own company or department. For example, an annoying colleague who won’t stop talking all day long or customers constantly asking for refunds.
Once these barriers have been removed, people will have more time and energy left to get things done efficiently. This process will help your employees feel motivated about working with you instead of feeling frustrated because they don’t know what else they could do besides sitting at their desk doing busy work every day.
Establishing a valuable environment
To produce a high-performing team, there must be a strong sense of pride among workers. They should be proud of their company, their values, and what they do daily. Good leaders pay attention to details, too. If employees see that management takes time to fix problems with equipment or takes time out for lunch with employees from time to time, they’ll feel good about working at that company.
When people feel valued by their employer and recognised for their hard work, they work harder as well. It’s a self-perpetuating cycle that leads to success for everyone involved.
Make hard decisions about completing priority tasks
Making hard decisions about what tasks need to be completed first comes with experience, but one simple trick is to write everything down. Once you’ve done that, put a star next to any item that’s of critical importance. Now look at all of those starred items and ask yourself which ones have to get done today. Which ones could wait until tomorrow? Which ones are not that important at all? It might seem silly, but doing something as simple as writing things down helps us make more rational decisions.
Conclusion
Finally, redefining a high-performance culture requires more than just setting goals. High-performance cultures are those where employees are
- autonomous
- engaged,
- trusted to do what’s right
- self-directed
- empowered to make decisions
- innovative
- accountable
- responsible for their actions
In such an environment, employees contribute optimally to ensure that business objectives are achieved.
Hiring managers must look beyond the qualifications of a job candidate when trying to identify someone. If you want to establish a high-performance culture, focus on aligning with your company’s values. Also, encourage team members to innovate by making them learn to use creativity to solve problems.
