BUILDING HIGH PERFORMANCE TEAMS WITHIN SME’S

Marc Denham • Sep 20, 2021

What distinguishes a team from a bunch of people who work alongside each other?

Managing a group of individuals requires a delicate balancing act. Personal career goals must be taken into consideration over the long term, or else you face losing top talent to a competitor. On a daily basis, however, that group of individuals should be working together to achieve the common goals of the team. It’s the combination of individual and collective choices working in concert that makes a team superior.

There are a number of characteristics which define a high performance team:

Commitment to quality. High-performance teams share a commitment to achieving results of the highest standard, and always aim for the best possible outcome.

An effective combination of people. In business, the composition of a team is just as crucial to the end result as picking the right players in sport. One weak link and the whole project can collapse.

A shared vision. Establishing a clear goal for the team as a whole, achievable through individual and collective effort.

Critical analysis of performance. The ability to recognize when the team has not performed as well as it could, analyze the situation without finger-pointing and defensiveness, and take corrective action accordingly.

In a globalized jobs market where job-switching is far more frequent than it used to be, forming a team with these qualities – and keeping them together – is no mean feat. We’ve identified four actionable steps you can take to build a culture of high performance in your business:

1) Create a sense of belonging and emotional security. A results-oriented culture can only arise when people are made to feel safe enough – psychologically and emotionally – to share ideas without fear of recrimination or ridicule. Often, the very best ideas are the most outlandish ones, and nobody is going to pipe up with their leftfield marketing proposal unless they feel completely safe. Equally important is fostering a sense of belonging to something bigger than the individual, where each member of the team can see how their input is tied to the whole picture.

2) Give credit where its due. When a task is accomplished according to plan, the individual or individuals responsible should know that they are appreciated. As a manager, you should openly offer some specific, authentic praise when you see things going well. Don’t fall into the cynical trap of assuming praise will breed complacency – if you’ve got the right people in place, they will respond to affirmation by working even harder.

3) Provide clarity and transparency. When briefing staff on their objectives, avoid ambiguity at all costs. Of course, all ideas should be given air time during the creative planning stage of a project. But once the details have been nailed down, you’ll achieve better results by setting binary goals. A binary requirement is either met, or it isn’t – there’s no room for fudging results. By making your expectations clear, you help build that all-important sense of security: everyone knows what they’re doing, and the risk of personal conflicts is greatly reduced. Instead of saying “let’s improve on our sales this quarter” try going for “let’s achieve a 10% increase in sales this quarter” – a clear objective that leaves no room for individual interpretation.

4) Make everyone accountable. Just as you should show appreciation when it’s deserved, the flipside is a need to encourage accountability from every team member. Nobody wants to be involved in an exercise in mediocrity – it’s demoralizing and leads to disengagement – so demanding mutual accountability is essential for a culture of high performance.

Marc is a Director of The Talent Hive and leads our IT recruitment practice. Originally from the UK, Marc has been living in Christchurch, New Zealand for ten years and working in the recruitment sector for just as long. Marc has worked as an in-house recruiter and within multinational recruitment consultancies and independent recruitment businesses.

At The Talent Hive we specialise in connecting IT & Engineering professionals with the right career opportunities. We encourage collaboration, socialising your success and sharing industry insight and expertise. Start the journey, connect with The Talent Hive today.

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Temp & Contract Recent Trends

01 May, 2024

The economic conditions are influencing the contract employment landscape in several ways. Here are some of the trends Talent Hive has seen recently. Demand Shifts NZ firms facing economic headwinds are hesitant to commit to FTE hires but with projects and deadlines still to deliver on, there is likely to be more reliance on temporary and contract solutions to manage workloads in the coming months. Available Talent Although not widespread, layoffs and restructures in the Tech sector could lead to a larger pool of candidates available for temporary and contract work, and Talent Hive has seen an increase in enquiries from people looking to understand how they might set themselves up for contract engagements. This has the potential to increase competition but could also provide businesses with access to qualified talent on a flexible basis. Tech Sector Specifics We are seeing an increase in demand for contract staff recently, particularly Software Developers, Integration and Solution Architects, and Business Analysts. This upswing in demand is reflected in the recent Seek job listings data. There are 207 Contract IT/Tech roles advertised on Seek today and 23% of those contract roles have been listed in the last 7 days. 52 of the 207 contract roles advertised are for Software Eng/Developers with 30 listed ads for Contract BA’s. Wage Control In Stats NZ’s latest update, New Zealand's salary rates actually increased by 4.1 percent in the year to March. That labour cost growth slightly outstripped inflation, which was sitting at 4 percent. Contract hourly rates in the Technology sector have stabilised in recent months as hiring demand has decreased and we may even see hourly rates come back a little, particularly for role types where there is an oversupply of contract talent. Hybrid Work Trend One trend we are certainly seeing in the contract market are fewer remote work opportunities. Increasingly there is a requirement for contractors to have the ability to work some of the week at a designated office and this is restricting the opportunities contractors are able to go for. Full remote work options aren’t completely gone but they are significantly reduced. Contract candidates must be open to in-office work for at least some portion of their engagement. Overall, the current climate creates a complex landscape for both businesses seeking talent and professionals exploring temporary and contract opportunities. Success for Contractors will depend on adaptability, flexibility around rates, and contract length. Talent Hive's Value Talent Hive's understanding of the current market dynamics, along with our strong network of skilled professionals, positions us uniquely to support both clients and candidates Addressing Uncertainty: For businesses navigating hiring uncertainty, Talent Hive offers flexible staffing solutions. We have access to contract talent that are ready to fill immediate skill gaps and help organisations manage fluctuating workloads. Beyond Just Tech Skills: We understand that finding the right technical expertise is only half the battle. Talent Hive's strong connections within the contractor talent pool allow us to identify professionals who are not only technically capable but also a strong cultural and organisational fit for our clients. This approach ensures smoother onboarding and a positive impact for both the contractor and the employer. We would like to share some of the contractors we’re working with at the moment. Click below to view some of the great IT talent we're working with to find roles at the moment.