Happy Teams Outperform the Competition by 50%
Prioritizing the well-being and happiness of your team members is an investment that pays off in the form of sustained success and growth. If employee well-being isn’t at the forefront of your leadership strategy, we’ll break down the reasons as to why it should be.
We already know that happy teams are more motivated and committed to achieving goals. They can also be more consistent and resilient in their performance.
What to look for in a happy team
Wondering what to look for to gauge the happiness of your team? Happy teams typically exhibit the following:
- Innovation and Creativity
- Team members express their ideas and thinking creatively. Happy individuals are more likely to contribute innovative solutions to problems. They are open to experimentation and unafraid of failure.
- Effective Communication
- Communication flows smoothly. Thoughts, concerns, and feedback are shared openly. Transparent communication allows for quicker problem-solving, better decision making, and a stronger sense of unity within the team.
- Consistency and Resilience
- Happy teams are not only productive but also consistent in their performance. They maintain a high level of productivity and quality over the long term.
- Positive Health and Well-Being
- Happiness at work has a positive impact on the physical and mental well-being of team members. Reduced stress levels, improved morale, and a sense of belonging contribute to overall job satisfaction and health.
High performing teams are characterized by their ability to consistently and collaboratively exceed expectations, achieve results beyond what was planned or expected, navigate challenges with ease and focus, and quickly rebound from mistakes or crises.
Symptoms of a low performing team
If it isn’t already clear to your leadership team on whether or not your team is generally happy, here are symptoms to look for as a sign of a lower performing (unhappier) team:
- No conflict: even positive conflict with each other, passive aggressive behavior, meetings after meetings
- Poor decision making: paralysis or fear of being the one to make the decision
- Lack of trust: they behave well together, but they don’t truly trust each other
- Group think: they all agree easily and feel the same (shared misery)
- No diversity of experience: they do’nt use others as mentors or coaches
- The leader is copied on all communications: they take a CYA mindset to communication
- No clear accountability: they don’t see where the lines are and tend to mistrust each other as they step over the lines
- Low commitment: they talk about a lot of things but have trouble committing
- Infrequent communications: only in team meetings, not collaborating on their own
- No focus on collective outcomes: focus is on individual behaviors vs team behaviors and results, not celebrating results or how the team got results; fixed mindset vs growth mindset
A happy team is invaluable for an organization
Do you need help gauging your team’s well-being and happiness? Employee well-being starts at the top. At Keystone we provide a number of offerings to help leaders uncover and implement custom strategies designed to bolster business and its overall impact.
Schedule a call today: https://www.keystonegroupintl.com/contact/