Humans are adaptable creatures.
We’ve survived all manner of calamity to get where we are today. So it should be no surprise then that we’ve found ways to make work “work” in a post-pandemic age.
That’s what I took from recent research into the common characteristics of high-performing teams in the workplace. An article on the research was published in the Harvard Business Review.
The authors found five areas of commonality. High-performing teams:
- Are not afraid to pick up the phone.
- Are more strategic with their meetings.
- Invest time bonding over non-work topics.
- Give and receive appreciation more frequently.
- Are more authentic at work.
Some of this affirms what you might expect as a business leader. Essentially, good people get along with other good people and so they are more productive. And the authors acknowledge that.
“When it comes to building extraordinary workplaces and high-performing teams, researchers have long appreciated that three psychological needs are essential: autonomy, competence, and relatedness. … Of those three essential needs, relatedness, or the desire to feel connected to others, has always been the trickiest for organizations to cultivate.”
The question is, how do you find and hire people who fit with the culture of your company – who can relate – so that they are part of the high-performing team that you want to build.
Good question.
At FiveFour we teach a four-step hiring system that, while rigorous, produces team members who are more likely to be a long-term fit. Our system is time-tested and adapted to the modern workplace.
One of the reasons our hiring process is so rigorous is that nothing impacts your culture more than hiring.
If you want to talk more about how to implement a hiring system that contributes to a culture of customer success, give me a call, send an email or book an appointment.
Talk soon.