7 steps to build an intelligent, high -performance team

Business success is never a solo act. For each prosperous company is a high -performance team that understands its mission, works efficiently and provides results. Just like in sport, in which a well -coordinated team wins the championship, the right team determines whether the company scales or stagnates.

I built and managed teams in Coworking Smart and one became clear: the best firms not only employ employees; They build teams with a goal. As Jim Collins wrote Good to greatIN “First, take the right people on the bus and then find out where to lead him.” Your team must adapt to your vision before you may achieve great things.

Step 1: Employment with the goal

Recruitment of the right people is the basis for building a winning team. Many founders of billionaire firms, especially in the Silicon Valley, devote two hours a day to employment because they understand that talent is their biggest advantage.

In Coworking Smart, we saw from first hand that a cultural match is just as necessary as skillet. The priority is the employment of people that comply with our basic values ​​and show adaptability. CVs are necessary, but the way of pondering and attitudes are critical. I at all times ask myself: would I like to work with this person every day?

Practical tip: Create a cultural matching questionnaire as a part of the employment process. This helps to make sure that the candidates resonate with your organization’s mission before they go through the door.

Step 2: Training like a championship team

Employment is just the starting – training is a place of real magic. One of the biggest mistakes I make company owners is to throw recent employees in a deep end without proper implementation.

When I worked on Airlines, the training was taken seriously. Before touching one system, I underwent a weekly immersion, learning the culture, tools and processes of the company. In Coworking Smart, we have implemented the same approach, ensuring that every recent worker undergoes a structured training program before he fully integrates with the team.

Studies with Harvard Business Review Show that firms with structured implementation programs see 50% higher performance rates than recent employees. The training is not a cost-it is an investment in long-term success.

Step 3: Setting clear expectations

A robust team is based on clarity. Employees should know exactly what is expected from them from the first day. Clear definitions of roles, reference research and a structured feedback system help employees remain adapted to the company’s goals.

Peter Drucker, often called the father of recent management, said once (*7*) The establishment of key performance indicators (KPiS) ensures that each team member understands how their work contributes to the wider goals of the company.

Step 4: Creating a cultural culture

One of the strongest transformations in the company happens when employees stop perceiving themselves as employees and begin to perceive themselves as the owners of their duties.

• Enable employees to make decisions that affect their work.

• Support the culture of responsibility, not micro management.

• Implement encouragement based on results related to key results.

In Coworking Smart we have introduced profit distribution programs that adapt the team’s success to financial prizes. Result? Employees take personal responsibility for the results, increasing each motivation and performance.

Step 5: Proactive attention to worse results

Like football, some players will need a yellow card – a warning that performance must improve. The best teams deal with worse before becoming a chronic problem.

A well -structured performance review system, including monthly inspections and real -time feedback, helps keep employees on the right track. Test with Myth Sloan Management Review He discovered that the teams that receive continuous feedback work 22% higher than teams with only 12 months reviews.

If an worker still achieves worse results despite clear feedback and support, there could also be time for a red card – allow them to go. As Peter Drucker noticed properly, “A good company has no place for the wrong person in the wrong work.” Keeping too worse employees leave morale too long and reduces team performance.

Step 6: Strengthening the team’s culture through regular training

An important team is not built once – it is still improved.

• Receive monthly training sessions to refresh your skills and introduce recent strategies.

• Encourage peer-to-peer mentoring to strengthen the company’s culture.

• Develop a system of division of data in which employees document and transfer specialist knowledge.

In Coworking Smart, we have implemented a quarterly of the leadership development program, in which employees with high potential are trained to take more responsibility. This ensures business continuity and long -term scalability.

Step 7: Recognition and rewarding perfection

People stay where they feel Celen. According to GallupCompanies that implement worker recognition programs relate to higher retention indicators and an increase in profitability by 21%.

Simple strategies to recognize perfection:

• He publicly recognizes achievements at team meetings.

• Offer money incentives related to business goals.

• Provide development opportunities reminiscent of promotions and special projects.

At Coworking Smart, we have created a program of an worker of the month, which emphasizes the unique contribution, which further strengthens the culture of perfection.

Your company is as strong as the team. Building an intelligent team is not only about employing employees – it is about the development of a group that is in line with your vision, is at the highest level and is still growing.

As Jim Collins said, “A great vision without big people is irrelevant.” The most successful firms are those who devote time for good employment, effective training, clearly communicating and rewarding perfection.

Keying out? Your company should serve you, not the other way around. Investing in the right team allows you to go back, scale and finally enjoy the freedom to bring entrepreneurship.