Power and Politics

There are essentially two parts to delivering high performance working. The first part is all about putting the basic enablers in place. The second is transforming how work is done to ensure top performance day in, day out. Firstly, it is important to get the basics in place. The basics are selection: recruiting the best people, using techniques such as psychometric testing and competency-based interviewing to make sure candidates are accurately screened. Another one is, engaging new starters by providing useful induction with support at hand and a clear introduction to ways and culture. Development is analyzing development needs of individuals and teams in terms of both technical and soft skills, and providing relevant training and development to meet any gaps. Pay and benefits provides a competitive salary package or contract rate to secure good quality employees, with reasonable guarantees of employment security. With performance management: ensuring both individuals and teams as whole have clear objectives and are managed accordingly, rewarding excellence and dealing with under performance. Another one is diversity, having a good mix of skills, backgrounds and types of people brings a breadth of ideas and improved problem-solving. Work environment is ensuring resources are in place so that the tools, equipment and facilities to support high performance working are in place and people have what they need to do the job well. Accurate information is having clear data on the both the costs of employing people, who is doing what and the benefits they contribute to the project.

Transforming into a high performance workplace requires not just the right support systems, but focusing on how people work together. Leadership is most people react best to leaders who connect with them and aren’t hierarchical in their approach. This means getting back to the floor and spending time with people at all levels, including frontline operators, customers, support staff and other...