Turning individual performance into team performance

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Any company would be thrilled to have as many top performers as possible. It would mean more productive employees, more revenue and a constant, fast-paced growth. However, turning individual performance into team performance is not an easy task.

Managers face a difficult but rewarding challenge and we thought we’d give them a hand with it.


Top performers are undoubtedly a great asset for any company. They are the people whose opinions, work habits and skills are most well-liked.

Individual performers can be easily recognized as the people who put in the extra effort into ensuring that they are good, if not great, at their job. They usually specialize in a specific technology or specialty. Because of their relentless dedication and contribution to essential tasks, they quickly gain access to vital responsibilities that the company values and that they successfully complete.

They are invaluable resources because they are well-known and respected as problem-solvers, as the ones with the answers. They stand out.

Team performance, on the other hand, doesn’t really help with standing out. When the team is successful, everyone did a good job. Likewise, when the team struggles, the team is in trouble. It’s the great thing about teams and also a challenge when it comes to putting high performers together.

An all-star team is invaluable. Imagine multiplying all that individual productivity and performance.

On the other hand, individual performers will most likely engage in power struggles in a team, failing to see the bigger picture. They’re used to being the best, so, naturally, tensions will rise with everyone wanting to be the best.

In order to achieve team performance in such a context, managers have to turn the tables in their favor. The premise is already promising: top performers see their strategic role in the organization and understand the bigger picture.

Leveraging that behavior can make them focus on the strategic imperative of business and the relevance of their team succeeding.



Every team has its own dynamic. Putting people together won’t instantly create a team. You need to find out what drives them every day.

Identify the top engagement drivers in your company and capitalize on them. Are your top performers stimulated by new technology? Or by growth opportunities?

With Hppy, we always know the main reasons why our team is engaged. The team manager gets real-time data on why employees are happy or unhappy at work.

These are the top 3 engagement drivers that we’ve identified within the companies we work with and a few tips to capitalize on each one of them. But, again, you need to find out your specific engagement drivers.

Understanding what keeps performers engaged will show you how you can make the team perform, as a whole.


Being associated with a winning, all-star team has a significant value. That need for standing out or being the “GO TO” in case of a strategic challenge can be leveraged to create a strong team.

If the team shines, people will want to join it, management will assign more resources and the best leaders will be running that team.

Culture inspires and engages individuals to work towards the common goal. Have them build their unique #CultureCode...

Source: Blog – Hppy

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