5 Tips for the Ultimate in High Performance

High performers will tell you that the key to continually delivering lies in a carefully planned set of habits that, over time, grows to become a mindset. No matter the occupation, everyone can boost their performance by combining a couple of approaches and sticking to effective routines.

That doesn’t mean, however, that your average workday should comprise routines. Rather, it means that approaches that help you achieve better results should be adapted to suit each and every task at hand.

1. Communicate Efficiently

The importance of communication can hardly be exaggerated, especially nowadays when the dynamics of work are changing by the minute. Communication ensures employee engagement and also minimizes the risk of misunderstandings.

However, this isn’t to say that pointless meetings are a good idea. In fact, a study has shown that an average employee wastes 3.8 hours every week on unproductive meetings. The main reason for this is that many meetings are poorly planned.

Obviously, to avoid this practice, set time limits and stick to the plan. Don’t be afraid to completely eliminate pointless meetings set just for show.

The main idea behind every successful meeting is to inform the participants about the objectives, planning and ideas of other team members.

2. Set Goals Capable of Meeting Organizational Objectives

First of all, high performance depends greatly on the realistically set goals. This appears to be the greatest challenge for many people, because sometimes it is difficult to tell right from wrong. The most common mistake people make is opting for quantity over quality.

When the goals are set realistically with long-term objectives in mind, employees can easily focus on the important parts. Good management also keeps in mind individual objectives, aligning them with organizational objectives for best results.

3. Set Expectations and Performance Standards

Expectations are another factor that can often go astray, especially when the goals are set unrealistically. First of all, managers must communicate clearly their expectations.

Secondly, the said expectations must be realistic.
Clearly set expectations are those that are properly defined, explained, and, for best results, documented. Employees should know what their responsibilities and accountability are.

To measure the success of the expectations, it is also crucial to set performance standards. There’s no point in expectations if you don’t know how to measure how elaborate they are. While there is no general rule to this, some standards can be measured by the following:
· Are there sufficient resources for the tasks?
· Are employees putting enough effort?
· Is communication between team members and management going smoothly?
· Are standards realistic?

While sometimes it is impossible to know why exactly a project has failed, the standards will at least show what’s lacking and which aspects can be bettered.

4. Motivate Employees

It’s no secret that motivation is the very factor that drives success. Motivated employees naturally become high performers. However, what comprises motivation for different people may be a bit of a riddle.

What is certain is that employees who enjoy their tasks are motivated to perform better. In this sense, the fulfillment is aligned with employees’ values and standards and often culminates in them observing company success as their own.
On the other hand, some employees appreciate challenges. Assigning them the tasks that will help them fulfill their potential is the key to maximizing their performance and keeping them motivated.

Closely linked to the latter is encouraging personal growth. It is a well-known fact that - no matter how fulfilling the role - when the work-life balance is poor, people tend to be unhappy. The whole point of boosting performance is in maintaining good prospects for the company and employees alike.

People who think outside of the box often seek other positions that will enable them to unleash their potential. More often than not, money is not the most important factor.
As is the case with everything business-related, knowing the employees is the key. Businesses allowing their employees to pursue their personal interests are certain to enjoy their talent for a very long time. That’s the whole point of long-term success, actually. Keeping happy people happily engaged.

5. Modernize Evaluation

Evaluation is necessary, but the means of conducting it are changing fast. E.g., year-end reviews are becoming obsolete, with an increasing number of employees preferring regular over annual evaluation.

This brings us back to communication, which may well extend to the realms of both group- and one-to-one meetings. By playing a personalized approach, good management can inspire the best results by allowing employees to pursue their aspirations while meeting goals at the same time.

Finally, there are a number of measurement tools that can be used to track and measure employees’ individual performance. The metrics obtained in this way can help adjust the approach and objectives on the go, thus ensuring high performance can be eventually achieved and maintained.

Conclusion

Times have changed so dramatically that the once somewhat murky term “high performance” is becoming more palpable by the minute. With the development of new technologies, there are now the means to help each individual grow professionally and yet allow them to pursue their own standards while fulfilling their roles.

A healthy combination of communication, encouragement, objective goals and evaluation is what is certain to motivate everyone no matter their differences.