I've been interviewing members of a high performing team and five themes have emerged. Whilst the language was different the intent was identical. Members represented various nationalities and generations and they were all 'classified' as members of high performing teams.
I was intrigued that what they wanted, expected and demonstrated themselves wasn't rocket science - it's what we already know.
These five expectations are likely to be the unspoken scorecard in your business! How would your team rate your performance against these simple yet highly valued strengths, behaviours and qualities?
TOP FIVE EXPECTATIONS:
Trust - members appreciated their leaders when they involved them in projects & problems even when they had limited capability or knowlede around the matter or issue
Respect - members respected their fellow team members and leader when questions weren't asked or sly comments made if they were late, worked from home or needed time out to care for their family.
Understanding - what was most important for a member was that their manager understood who they were, their aspirations, their family and their fears. They expected that their manager would speak for them (not just about them) and that they worked together to keep the understanding current.
Stability - interestingly, members wanted their manager to hang around (especially if they were good!) and their fellow colleagues; changes in personnel was a huge disruption and members found that the energy of the team was sucked from them when someone left (especially if it wasn't for the right & best reason). Members wanted to be part of the stability mechanism - encouraging their workplace to be attractive and a place to enjoy attending.
Team - members wanted to belong to an awesome team; one which worked hard and celebrated regularly including milestones, whether that be in a project or someone's birthday. Many of the members worked remote at times and they were continually working on approaches to keep each other 'in the loop', connected and part of the team even if they were off site or on extended leave.
Coincidentally, in my doodling note taking, the acronym TRUST formed and this was loud and clear in all my interviews. If trust is established, members wanted to give 110% to the business, their manager and fellow colleagues.
Ask your members to rate you and the team/business against TRUST.