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Happiness Concierge

High & Low Performers

High & Low Performers.

How do we support our team to shine?

By giving them a life raft when overwhelmed, and a carrot when ready to learn.

 

YOU wiLl LEARN

In this module, you’ll learn how to provide specific guidance to team members who need your support to grow.

  • When to direct or coach a team member

  • The signs of burnout and overwhelm

  • How to manage inconsistency

  • The 5E’s of agreements

KEY CONCEPTS IN THIS MODULE

TAKE A MOMENT TO REFLECT BEFORE DISCOVERING

Everyone has different needs. Here are questions you might like to ask yourself prior to delving into the content below.

What do you need when you’re having a tricky time?

How is that different to what you need when you are ready for something new?

How do you like to be supported when you need help?

How do you like to be encouraged when you’re ready for your next challenge?

Asking these questions is a great way to start thinking about how to have conversations that make an impact. Before we ask more of our team, sometimes, we need to reflect on what we could do differently to support them to shine too.

5 FACTORS OF MOTIVATED TEAMS

Here’s what we’ve learned that motivated teams all share:

Clarity: I know what’s expected of me.

Consistency: My boss gives me consistent support and instructions.

Trust: My boss has my back and supports me when I’m struggling.

Feedback: Quality, specific and direct feedback, balancing both appreciation and direction.

Recognition: High doses of ‘thank you’, balancing public and private recognition.

 

Let’s get started.

 
 
 
 
 

DOWNLOAD accompanying MATERIAL

 
 

AFTER WATCHING

It’s time to think about your game plan and put your learning into practice.

Here are thought starters to get you going:

Did any of the scenarios ring true for my team’s experience?

What are the behaviours I notice when my team members are under the pump?

What are tactical ways I can support an under performer (e.g. a circuit breaker, emergency time off, stepping through their workload)?

What conversation can I have to elevate the performance of a high performer? What questions could I try asking them to get the best from them?

Looking for more?

  • WATCH: 4 Questions to Help Manage A Poor Performer - Dr Tasha Eurich

  • READ: Skills vs Will Matrix - AIHR

  • READ: Motivating People (Getting Beyond Money) - McKinsey

Questions? Let us know.