How to Motivate Your Team to PEAK Performance

    2 min read time

    Who's struggling to motivate their teams lately?

    Raise that hand high because right now it's FAR from easy as we are all at home and have so many things pulling for our attention. 

    So how can we motivate our teams and encourage them to propel towards PEAK performance? There seem to be given characteristics of peak performance teams that you can incorporate into your strategy to reach your business goals. And who doesn't want that?

    The words “team work” and “team building” are two of the most popular phrases thrown around today.  They are often announced as though they are great discoveries, and EVERY progressive company in the world today is committed to building and maintaining high-quality teams. WHY? "Because of the flattening of corporate hierarchies, opportunities for rapid promotion have diminished dramatically and been replaced by the rewards and satisfactions possible from working together in harmony with other people toward the achievement of important goals and objectives", says Brian Tracey, Chairman and Founder of Brian Tracey International. 

    As the leader of your teams, what do you really need, then, to motivate the members?

    1. Have regular discussion about the values, principles, and behaviors

    This is not your typical team meeting. These discussions guide the decisions of the team. You need to encourage values such as honesty, openness, being on-time, taking ownership for mistakes, completing what you promised, etc. And the biggest thing - EVERYONE discusses and agrees on what these values are. You're a leader, not a top-down authoritarian.

    2. Share plans of action

    Some of you may think that this is micromanaging. Nope! It's part of communication. You need to have each team member explain exactly what part of the work he or she is going to accept responsibility for completing. At the end, each person knows what every other person is going to be doing and how their own work fits in with the work of the team. Everyone should know the value they add. peak performance

    3. Leaders Take Action

    Back to the concept of micromanaging - there needs to be clear leader in charge. Someone must be in command, take charge and make decisions when needed; and that someone is probably YOU. As the leader, you set the example for the others by taking action. The leader becomes the role model and shows the team how to achieve peak performance.

    4. Regular Review of Progress

    What gets measured, gets done. So the team needs to measure themselves on two things: (1) Is the team getting the results expected by their customers? and (2) Does the team set up processes that enable them to track and continually ask customers, “how are we doing?”. Customers are the ones who are buying our products and services, right? So we need to have multiple steps in our process that question the customers to ensure we are truly satisfying THEIR needs. 

    5. Congratulate Each Other

    We all do better when someone acknowledges our performance, right? Especially on days that we are down. So reach out to each person on your team on a regular basis (and encourage each of the members to do the same) and tell them specifically what they are doing well. Did they help close a deal because of the awesome marketing content they put out? Did they simplify a process and save the company time and money? TELL THEM! And don't wait until a meeting - tell them immediately and then praise them again in front of the team. 

    I strongly believe that one of the most important things you can do, as a leader, in building a peak performance organization is to hold weekly, if not daily, staff meetings. Bring your people together, at a fixed time, to talk, discuss, catch up on progress, learn how the company is doing, and generally share ideas, opinions, and insights. And don't forget to insert some fun too! 

    If you do these things listed, you'll start to see massive changes - growing towards PEAK performance.