How can Organisations Create a High-Performance Culture?
Table of Content
- Characteristics of a High Performance Culture
- What are some of the Best High Performance Management Practices?
- Need for a high performance management software
- Try a Demo
Over the last few decades, more attention has been given to organisational culture worldwide. But it has not always been easy to articulate the concept. What is high-performance culture, anyway? We see Glassdoor reviews and read about the positives and negatives of company culture from past employees. They run the gamut from lavish praise to personal gripes, yet leaving the definition of high-performance culture vague.
Organisational culture shapes the work experience of each employee. While it is born out of missions, values, objectives, expectations, etc., these factors shape its overall direction. But high-performance culture is much more – it attracts high performers, retains them, and ensures that every employee performs at their best.
A high-performance culture combines leadership, management style, roles and responsibilities, accountability, support, and growth. It requires investing in people, processes, tools, technology, and the growth mindset to enhance the employee’s ability to discover, learn, and lead, thereby achieving the highest ROI.
If you want to create a high-performance culture or improve an existing one, you are in the right place. This blog explores the characteristics of a high-performance culture and how to create it in your organisation.
Characteristics of a High Performance Culture
The hallmark of a high-performance culture is that the employees freely share ideas, opinions, and criticisms, and a few qualities embody such a healthy growth culture.
A growth mindset
The organisation shows a willingness to create a mindset that defines high-performance culture. The leaders, from CEOs to managers, and across every level, must develop a perspective focused on innovation and growth with a healthy measure of adaptability.
High Employee Retention
Employees stay and grow with the organisation if it offers a culture that encourages and supports them. When the organisation has a solid percentage of long-tenured employees who have grown along with the company, you know they have what it takes to build a solid, high-performance culture.
Autonomy and empowerment
If you see an organisation that not only allows autonomy but encourages it in its employees, you know there is trust and confidence in the workforce. Entrusting employees with some autonomy to make decisions and take independent steps also shows that the organisation places a high value on creative thinking.
Accountability
Every employee must be held accountable within the scope and context of their responsibilities. Therefore, each employee must feel a sense of ownership of their role. Organisations that imbue accountability across the board have an in-built employee appreciation and engagement strategy.
Shared purpose and Commitment
A high-performance work culture shows that employees and their goals are aligned with the organisation’s goals and share a common purpose. Employees are committed and work knowing that they play a significant role in the overall growth.
Now that we know some characteristics that showcase a high-performance culture, let’s see how you can create it in your organisation.
Autonomy and empowerment
If you see an organisation that not only allows autonomy but encourages it in its employees, you know there is trust and confidence in the workforce. Entrusting employees with some autonomy to make decisions and take independent steps also shows that the organisation places a high value on creative thinking.
Accountability
Every employee must be held accountable within the scope and context of their responsibilities. Therefore, each employee must feel a sense of ownership of their role. Organisations that imbue accountability across the board have an in-built employee appreciation and engagement strategy.
Shared purpose and Commitment
A high-performance work culture shows that employees and their goals are aligned with the organisation’s goals and share a common purpose. Employees are committed and work knowing that they play a significant role in the overall growth.
Now that we know some characteristics that showcase a high-performance culture, let’s see how you can create it in your organisation.
What are some of the Best High Performance Management Practices?
Knowing what it takes to have a high-performance work culture is only a part of the process. Implementing certain practices to achieve a high-performance culture is quite another. However, the below pointers should help you with a strategy to create one.
Communication is Fundamental
Clear communication can drive a high-performance culture on several levels. When you clearly articulate your expectations, employees can more readily meet individual, team, and organisational goals. Similarly, when managers understand an employee’s career goals, they can better mentor them and enable explorations of learning opportunities that align with their career aspirations. One-on-one sessions are beneficial to facilitate ongoing communication between managers and their direct reports. Additionally, regular check-ins enable two-way feedback and open the door to creative solutions.
Embody organisational values
Every organisation has a vision that touches on its core values. You hire the right people who fit those values and end up with a workforce engaged and committed to your values. However, having values and hiring employees aligned with your values will only work when you, as a leader, practice those in every thought, word, and action. It must percolate through your brand building, corporate messaging, and daily interactions.
Performance Management must be a Priority
We cannot underestimate the value of performance management as it is the pillar that supports and enhances employee engagement. Leaders must commit to employee growth and start by having employee development conversations. Communicating their expectations to the managers and sharing actionable feedback keeps employees motivated, which in turn can be passed on to their teams.
One of the reasons to implement high-performance management tools in an organisation is to ensure regular performance reviews. These reviews must result in building a strong relationship between the manager and their direct reports. They must also enable ongoing feedback, such as the 360-degree method that includes input from peers, team leaders, and managers. A high-performance management system can streamline HR processes with automation and ensure that employees are never without support. Furthermore, it can help keep employees stay focused and engaged.
Offer Career Growth
When you hire high performers, you want to retain them. One way to ensure their talent stays with you is to show them reciprocity. Employees like to know that the organisation appreciates their contribution while also having their best interests at heart. To create a high-performance culture, you must invest in the employees and help them realise their potential.
Let there be Continuous Improvement
Employees dislike stagnation as much as an organisation does. C. S. Lewis’s words, “onward and upward,” suits a high-performance culture to a T. Develop strategies and goals that will be challenging enough to motivate and push employees out of their comfort zone and establish a culture that makes continuous improvement essential.
Need for a high Performance Management Software
What do you need to ensure for your organisation’s overall performance? The answer lies in employee engagement, customer satisfaction, and the bottom line. Big or small, they can win when they have their eye on these three elements, which are the results of a high-performance culture. You get motivated, engaged employees who can and will help you outperform competitors in every industry. Hence, leveraging the right high performance management tool like Synergita’s Continuous Performance Management Software can be a make-or-break moment for your organisation. It offers a combination of traditional appraisal reviews and continuous feedback practice with automation capabilities – from goal setting to appraisal letter distribution.
Also Read: How Can Performance Driven Culture Change an Organization?
