The parameters for identifying a high-performance organization have
changed over the course. Initially, the chief parameter that I gave
high priority for measuring success were financial performance,
market share, and growth rate. However, other factors that are
equally important while identifying a successful or high-performing
organization include the morale and motivation of the employees and
the satisfaction level of the organizational personnel. Thus, apart
from focusing on the financial parameter alone while measuring
organizational success, it is equally important to focus on the people
factor. Varma has argued that employee motivation and satisfaction
can have a direct impact on the overall performance of a business
entity (Varma, 2017).
As a leader, some of the key performance factors that must be
considered for developing a high-performance team and organization
include low employee turnover, high employee satisfaction and
engagement level among the organizational workforce. In the
prevailing business landscape, employees are considered to be one of
the most instrumental factors of production that help an organization
to accomplish its goals and objectives. Thus, a leader must lay
emphasis on the organizational personnel since they can influence
the profitability and performance of a firm. In addition to this, the
motivation level of the employees must also be evaluated by a leader
since motivated employees can help an organization showcase
improved performance in the dynamic market setting. Job
engagement is another key parameter that leaders need to
emphasize upon. Shkoler has argued that employees’ job engagement
is regarded as one of the main performance indicators relating to
human resource management (HRM). It can impact their commitment
towards their assigned work and the value that they create for an
organization by helping it to achieve its short-term as well as long-
term objectives. A leader needs to emphasize these aspects so that a
high-performance team or organization can be developed (Shkoler &
Kimura, 2020).
References
Shkoler, O., & Kimura, T. (2020). How does work motivation impact
employees’ investment at work and their job engagement? A
moderated-moderation perspective through an international
lens. Frontiers in psychology, 11, 38.
Varma, C. (2017). Importance of employee motivation & job
satisfaction for organizational performance. International journal of
social science & interdisciplinary research, 6(2).
