4 small changes that helped me build a high-performing team

(without slogging 50hrs a week)

I spent a decade in leadership positions managing teams of varying sizes.

And there were a few small and simple pieces of advice I was given that were relatively simple (but the impact was huge).

These are things you can change and implement today. They don’t cost a lot of money or take a lot of time.

They will not only save you time in the long run, but contribute massively to helping you build a high performing team.

Lets get straight into it. Respond to this email and let me know which of the numbers 1-4 you’re already doing, and which you need to get better at

The 4 small changes that helped me build a high-performing team

1. Respond to your team’s holiday requests asap

   75% of employees consider quick approval of their holiday requests as a sign of a supportive workplace.

   
   This is such a simple change you can make in your team, accept or decline ALL holiday requests within a few hours.

   implement a software solution (I always used CharlieHR) to automate the entire process. Responding quick not only shows you value them having time off, but might actually save your team money (prices go up the longer it takes you to book a holiday).
   I suggest 24hrs max to respond to a request for time off, but sooner if possible.
   

2. Do not work when you’re on holiday
   

   Never, ever work whilst you’re on holiday. If you do work on holiday, it sets a detrimental precedent for your team.

   Tthey will in turn expect that they have to work on holiday.

   It also sends the message that you don’t have your sh*t together.

   Tell your team and manager before you go away that you will absolutely not be contactable whilst away. I promise they will respect you more for setting these boundaries.

   Remove work apps from your phone and leave the laptop behind. Setting this boundary reinforces the importance of work-life balance for everyone.

   And you deserve it.
   

3. Stop gatekeeping knowledge (Delegate often)
   

   Gatekeeping knowledge impedes team growth. We all do it , say things like ‘it’ll just be quicker if I do this myself’, not realising that by doing this you’re:
   - Keeping your own plate very full
   - Stealing growth opportunities from your team
   
   According to a report by Gallup, organisations with a culture of open knowledge sharing are 5 times more likely to have engaged employees.
   

   To get started with delegation, develop an accurate job description highlighting daily tasks. Categorise responsibilities into red, amber, and green, and delegate accordingly. This initial investment of time empowers your team, making them more self-sufficient and saving you time in the long run.

4. Never ignore a difficult conversation
   

   Avoiding tough conversations hinders your teams progress.
   

   Leaders often say to me ‘they can’t find the time’ to be having these conversations.
   
   My advice here is, schedule recurring one-on-one meetings every two weeks to address concerns and provide constructive feedback. Regular communication ensures that difficult conversations are not overlooked, fostering an environment of transparency and continuous improvement.

By implementing these four simple, but impactful tips, you can build a team that thrives on effective communication, mutual respect, and shared responsibility, ultimately leading to high performance and success.

Peace,

H.

P.S. I’d love to hear which you’re already doing, and which you’re looking to get better at. Respond to this email and let me know