Comments on: How To Build A Small High Performance Team http://www.askteamdoc.com/index.php/2007/10/06/how-to-build-a-small-high-performance-team/ Team Building Advice For You And Your Team -- Real Answers To Real Life Team Issues Thu, 01 Apr 2010 22:43:44 -0400 http://wordpress.org/?v=2.8.4 hourly 1 By: Denise O'Berry http://www.askteamdoc.com/index.php/2007/10/06/how-to-build-a-small-high-performance-team/comment-page-1/#comment-57329 Denise O'Berry Fri, 15 Aug 2008 11:36:56 +0000 http://www.askteamdoc.com/index.php/2007/09/22/how-to-build-a-small-high-performance-team/#comment-57329 Carol -- If this team is "just making their numbers" perhaps there is room for improvement. On the other hand, since they are making their numbers the down time should be OK. Remember that the focus should be on OUTCOMES, not ACTIVITIES. You don't identify your position, but it sounds like you are the leader of this organization. I think you need to have a frank discussion with the sales manager and a meeting with the team about their performance since it seems as though you would like it to improve. In your meeting, don't make the "you're on MY time" statement -- it will create the opposite effect that you are trying to achieve. Your feedback to them should be positive since they are achieving their goals. It would be a good idea to share with them how much you appreciate that effort and to hear from the team what actions they could take to crank it up a bit. Carol —

If this team is “just making their numbers” perhaps there is room for improvement. On the other hand, since they are making their numbers the down time should be OK. Remember that the focus should be on OUTCOMES, not ACTIVITIES.

You don’t identify your position, but it sounds like you are the leader of this organization. I think you need to have a frank discussion with the sales manager and a meeting with the team about their performance since it seems as though you would like it to improve.

In your meeting, don’t make the “you’re on MY time” statement — it will create the opposite effect that you are trying to achieve. Your feedback to them should be positive since they are achieving their goals. It would be a good idea to share with them how much you appreciate that effort and to hear from the team what actions they could take to crank it up a bit.

]]> By: carol http://www.askteamdoc.com/index.php/2007/10/06/how-to-build-a-small-high-performance-team/comment-page-1/#comment-57184 carol Thu, 14 Aug 2008 23:15:02 +0000 http://www.askteamdoc.com/index.php/2007/09/22/how-to-build-a-small-high-performance-team/#comment-57184 We have a small sales staff who just make their numbers. The problem is they say they are working hard but they seem to need 'down' time mid week. I'm told they will burn out if pushed. Many times when I walk into the department there is a lot of gossip going on or funny emails being viewed and such. Many days seem wasted on nonproductive work. I don't mind a fun work atmosphere but it must be limited. My feeling is that they are on my time for 8 hours and that time should be used to the best potential. How do I get this across without seeming like the bad guy or being accused of demotivating the salesteam by their salesmanager? We have a small sales staff who just make their numbers. The problem is they say they are working hard but they seem to need ‘down’ time mid week. I’m told they will burn out if pushed. Many times when I walk into the department there is a lot of gossip going on or funny emails being viewed and such. Many days seem wasted on nonproductive work. I don’t mind a fun work atmosphere but it must be limited. My feeling is that they are on my time for 8 hours and that time should be used to the best potential. How do I get this across without seeming like the bad guy or being accused of demotivating the salesteam by their salesmanager?

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