With competition that develops in various sectors of work, people want to form a strong team to provide better results.
Such a team has a collaborative way to work with everyone who is committed and functions towards a common goal.
Therefore it is a must that leaders facilitate and build teamwork skills from their people if they direct the company to success.
However, the postpartum’s time needed more than teamwork to pave the way for victory.
Thus, here is seeing the question of the boss need to ask themselves to build a timeless team.
1.
“Does this person raise the average?” The boss must ensure that the people they employ or those who have become part of their team are above average in terms of knowledge, productivity, work commitment, etc.
Evaluation criteria must be designed to analyze the skills of each employee.
They must be measured on performance scales starting from 1-10.
If someone gets a score of 7 or less, they are bound to create mediocre culture.
Next, they are hard to shoot because it’s not like that by scoring goals too little of them, they are not openly performing poorly.
You must know that it is impossible to build a high-performance team and eternally with people who decrease the average.
Thus, never avoiding giving feedback directly to such people to improve the future of your company.
2.
“Will I hire someone like this again?” This is a doubled question.
The first question must whether you will hire this person in the company ten times the size.
Will you hire them if you start a new company tomorrow or not – this is a question that must follow the previous one.
These questions can help you really distinguish between those who are ‘good’, and those who are ‘great’.
You may have employees who everyone likes and adds your culture, but may not be suitable for the rapidly growing company you want to make.
3.
“Is this person consistent in their work?” Boss must ask yourself what the person shows a variety of greatness.
And if they do it, is it consistent or not? If they don’t have consistency, give them the right feedback and an example to help them understand what great work is.
Also, there may be many people on your inconsistent team.
In such cases, it is your responsibility as a leader to build a stronger team.
Thus, use performance reviews to understand your team better, and never avoid asking difficult questions.