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Manager's Quick Guide to Understanding and Assessing Your Team


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What's the secret to creating and managing all-star teams for ultimate performance and productivity? Check out these three steps.

What's the secret to creating and managing all-star teams for ultimate performance and productivity? Check out these three steps.

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  • 1. Manager’s Quick Guide to Understanding and Assessing Your Team
  • 2. Consider these steps: 3 What’s the secret to creating and managing all-star teams?
  • 3. Studies show, depending on the job, the difference in productivity between high performers and average performers is a whopping 35 percent.1 Yet identifying high performers can be challenging. According to Jim Collins, author of Good to Great, you need a formal approach to identifying them, one that isn’t based on politics but consistent, observable metrics.2 Start by recognizing the key behaviors and competencies of existing high performers. Then use these as a benchmark for measuring your employees, which helps eliminate subjectivity and ensures high performers are identified and managed consistently. Evaluate your team. Who are your high performers? 1 1 “Are You Missing Something? Engaging and Enabling Employees for Success,” The Hay Group, accessed on February 26, 2014, at 2 Jim Collins, “Good to Great,” accessed on February 26, 2014, at
  • 4. 3 Jessica Brack, “Maximizing the Millennials in the Workplace,” UNC Kenan-Flagler Business School, page 2. OK, your high performers and their key traits have been identified. What next? Mind the gaps! Use 180- and 360-degree reviews, self-assessments, and competency evaluations to get the big picture of skill gaps (helpful for today’s productivity but a key part of succession planning, too). Next, create a cycle of continual development. Assign training that specifically addresses competency deficiencies uncovered during the review process – so now you’re actually improving your employees rather than simply judging them! Remember too, that today’s workforce demands learning. For example, Millennials, who will make up 50% of the workforce by 2020, are much more attracted to companies that invest in employee development.3 2Identify competency and skill gaps. Where are the shortfalls? How do you address them?
  • 5. Performance uncovers where development is needed, training strengthens those areas, and succession planning combines the two to grow your future leaders. Successful companies interweave every aspect of people management to build the most productive teams and keep those teams intact. A Bersin study found businesses with tightly aligned talent processes experienced 40% less turnover of high performers and had a 156% greater ability to “develop great leaders.”4 Tie all your people practices together. Get the full view of your teams’ capabilities. 3 4 Bersin, “Talent Management Systems 2013: Market Analysis, Trends and Provider Profiles,” page 21. 5 “Social Knows: Employee Engagement Statistics,” The Social Workplace, accessed on February 24, 2014, at 6 Ibid
  • 6. More than 1,700 companies around the globe have built smarter, stronger, and more motivated workforces using Cornerstone’s unified talent solutions, which span recruiting, onboarding, learning, performance and compensation management, and succession planning. Find out more by visiting or calling (888)-260-3955. ©2014 Cornerstone OnDemand, Inc. All Rights Reserved. csod-cp-ManagersGuide-05-2014