In the past I posted on the importance of delegation and outsourcing. As I look at the common theme there, it hit me these are the characteristics of build high performance organizations! So, organized and summarized these topics here.
The process for creating high-performance organizations is not complex. I didn’t say it was easy. But, if you are willing to put in the time and energy the result can be transformational!
4 Characteristics for High Performance Organizations
The steps to creating a high performance organization are somewhat similar to delegation. They include:
- Communicating the operating parameters
- Delegating/Empowering others
- Establishing performance criteria
- Holding people accountable
Operating Parameters
You begin by telling people their role in the organization and what you need them to do in supporting of the mission. This takes the form of 2 critical tools in the business:
- job description
- operational business plan
Many small businesses don’t have job descriptions which creates the first problem. If people don’t understand their responsibilities or somewhere to return to review them, then how can you expect them to do their job well?
Next, the operational business plan outlines the goals and objectives for the company and what tasks need to be accomplished toward achieving them. I liken it to a project plan for the business.
Delegation/Empowerment
If people know their role and what the organization is trying to accomplish, you arm them with the needed tools to make better decision. Now, instead of you having to decide everything that everyone needs to do, you can allow them to make decisions for themselves!
This also help you in alleviating some of the stress you have with delegating. If they know the target, then they can make some of these simpler decisions that eats up your time and drive you crazy every day. By creating this kind of environment, you begin seeing a shift in the culture. People go from dependence to independent and making decisions on their own.
You have to be careful here. When people make the wrong decision you cannot let the hammer fall. You must use it as a learning opportunity. Show them where they may have made a mistake in their judgment and how they should evaluate these situations going forward. This allows them to improve their decision making skills and empowers your people to do more on your behalf.
Establish Performance Criteria
By providing a job description and business plan you establish performance criteria. These 2 documents outline the parameters. In this step you just need to describe how you plan to evaluate success. If your people know what you expect upfront, then they usually display the behaviors which you want. If not, you need to ask yourself why not?
Many people struggle with this step because they don’t know how to create objective metrics from which to evaluate a subjective situation. While this is very doable, it is a more complex process than can be addressed here. If you are struggling with this, contact me. I will be happy to walk you through the process of establishing objective performance criteria.
High Performance Organizations Hold People Accountable
Once you set expectations of your people then evaluating them becomes easier and people become accountable. Most people will tell you they want accountability! It’s your responsibility as the leader to create it
I am surprised the number of time I interview employees and find that they’re frustrated because they don’t know what’s expected of them. Just as frequently they tell me, “I never get any feedback if I am doing a good job or not.”
Frequently this is because the business owner hasn’t taken the responsibility necessary upfront work to create accountability system. As a result employees don’t even know what the owners wants of them!
Often in this situation, the only feedback tends to be negative. If you only get negative feedback is given then the organization’s performance begins to suffer. I falls on each individual to find the positive in the day-to-day and some people have a difficult time finding the positive.
A Process for Building High-Performance Organizations
So, if you want a high-performance organization there is some upfront work you need to do.
- First, understand what you want people to do.
- Then, communicate responsibility to them.
- Next, give them the performance measures (metrics).
- Finally, follow through on evaluating them against the metrics.
It may sound like a lot. But, it empowers your people to make decision on their own. Once it’s working, you’ll be surprised at how much more time you get back in your day!
Have you employed something similar to this to improve employee performance in your business? How did it work? Was there something you may have done differently that gave to positive results?
[…] won’t spend too much time on this one as it was the topic of the previous post titled 4 Characteristics for Creating High Performance Organizations. In it I outlined what is necessary to allow an organization to perform at a higher level. […]
[…] is more than just handing out tasks to others. That’s just doling our assignments. Delegating is all […]
[…] People like to talk about high performance teams and organization. But, do they really understand what's going on under the surface within these organizations? There is a process for creating high-performance organizations. […]
[…] that has shown up in many different places in past posts. It was introduced nicely in the post 4 Characteristics of High Performance Organizations. If you follow the process outlined there you will create accountability and your team will begin […]
[…] how do you fix the problem? I wrote an article a while back titled 4 Characteristics for Creating High Performance Organizations. In it I discussed 4 things you need to have present in order to create a high performance […]
[…] Accountability is discipline in action. You have to walk the walk if you’re going to talk the talk. If you tell your employees watch expenses, but you spend frivolously chances are they won’t listen. Implementing accountability means having humility first. Show your team that you have discipline. Then teach them how to have discipline themselves. Everyone wins in this scenario. […]