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[mouakter13]

The exact nature of the STAR differs from company to company, although there are some common themes throughout.

This includes the distribution of decision-making authority, as well as an emphasis on skills training, performance-based sales commissions, and a highly selective hiring program that values ​​employee attitudes and character over educational background.

Below are seven practical strategies for developing a high-performance work system in your own organization.

1. Build a high-trust environment by decentralizing decision-making power
In STAR organizations, leaders communicate the company's common goal or distinct goals and support team members in finding the best path to achieving these clear objectives.

They tell their teams what they need to accomplish, but leave the “how” largely in the hands of their employees, playing only a mediating role.

Every person in the company has the authority to make decisions about how to structure their work, as long as they do so with the company's objectives in mind and act in the best interest of customer satisfaction.

For example, customer success representatives in a STAR organization may have the authority to spend a certain amount of the budget per account each year to maintain and grow the relationship without requiring management approval.

This distributed decision-making power is key to forming trusting interpersonal relationships between employees and employers in a high-performance organization.

Employees in this work environment feel more comfortable rcs database speaking up, sharing ideas, and forming interpersonal relationships, which allows the team to make better decisions as a whole. This authority increases workplace morale and, in turn, the productivity and performance of the entire organization (in part because high-performing work teams don't have to climb a hierarchical ladder and wait for approval before taking action).

For this approach to be effective, high-performing teams need:

Lots of training (more on that shortly)

Ongoing management support

A robust accountability system

The best examples of high-performance work systems foster a culture of shared responsibility, where individuals on a team hold each other accountable for their work.