The article emphasizes the importance of high-performing teams in organizations, highlighting that they greatly outpace less productive counterparts, affecting competitive edge and profitability. It suggests that identifying potential superstars during hiring is challenging, as candidates may misrepresent their drive and determination. To build a high-performance team, companies must focus on effective assessment of candidates' skills and commitment to excellence and foster a culture of peak performance, recognizing and rewarding contributions that align with these goals.
Identifying those gems, or even diamonds in the rough, during the hiring process can be challenging. It is inherently difficult to gauge a job candidate's drive and determination.
The key to building a high-performance team starts with implementing effective methods for assessing job candidate's technical skills, drive, engagement and commitment to excellence.
High-performance teams outperform those who are less productive or whose talents are less aligned with their jobs, significantly impacting a business's competitive edge.
Every organization should identify the peak-performance characteristics that drive productivity, hire for those talents and create an environment that celebrates those qualities.
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