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Why Performance, Motivation, Satisfaction and Stress-free?

Read about each indicator and its importance. 
Written by Nadia
Updated 5 months ago

Performance

"The action or process of performing a task or function."

So in the words simple sense, performance is about completing tasks, processes, goals, and meeting deadlines. And when asking for feedback, these are our main focus points. We also focus on efficiency, ongoing development of team members' skills as well as the leaders. 

Examples of Statements: 
"My leader is engaged and involved in my career development"
"We are effective when setting strategic goals in our team"
"My personal goals are aligned with my overall team goals"

Any team's goal is to be a "high performance" team. It's a given. But what does it take to perform? It's most likely different for each team member what drives them to top performance, making it highly complicated for a leader to know exactly what to act on. We don't measure direct performance, meaning goals and targets. We measure people's perception of their conditions to perform. If a leader hasn't created good conditions to perform, the team simply won't. 

In many cases, only minor adjustments can enhance the overall performance. It's all about knowing what to adjust. 
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Motivation

"A reason or reasons for acting or behaving in a particular way."

What drives us to do something, and what is the reason why we don't? The answer is always motivation. Through this indicator, we focus on identifying motivational and de-motivational factors to give a leader insights that are easy to improve on. 

Examples of Statements: 
"There's a high level of freedom within the team"
"I have a good relationship with my leader"
"I support and like the values of our company/team"

The tricky thing is that all people can have very different motivational drivers. Some will get highly motivated by a bonus, while others might thrive through recognition. If a leader wants the best possible team, he/she needs to encourage each person differently or find common denominators that work for the whole group. Motivation is easy to spot in someone or feel in your own role, as it will drive a person to go above and beyond. The lack of motivation will, of course, do the opposite. We all know the feeling when we have it, but we don't always know why we lack it. Through feedback, it's easier to identify. 

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Satisfaction

"fulfillment of one's wishes, expectations, or needs, or the pleasure derived from this.."

Satisfaction is simple. We use this indicator to identify the more practical stuff that influences happiness or unhappiness at work. It can be as simple as the work hours, the lunch arrangement, or the salary. But it can also be about communication and collaboration across the team. 

Examples of Statements: 
"My leader is good at taking action when I raise issues or problems"
"My team members cooperate with each other in a positive way"
"My working hours match what was promised"

Within Satisfaction, the focus is on the fundamental circumstances of a healthy or unhealthy environment. Although some of the things can seem elementary and less critical, they can significantly affect the culture and overall happiness. You might recognize it, sometimes the slightest dissatisfaction in a team can take up every conversation at the launch break or social event with your peers, but no one informs the leader. But Why? Commonly, employees hesitate to complain to their leader, as some might be afraid of the consequences or simply don't want to be a burden to their leadership. Nevertheless, dissatisfaction spreads, so a leader needs the insight to act proactively instead of reactively.  

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Stress-Free

"a state of mental or emotional strain or tension resulting from adverse or demanding circumstances."

Stress is defined in many different ways. Our focus is on work-life balance and identifying stress indications early on to act proactively. We focus on factors such as workload, reachable deadlines, vacation, and sick days. But we also focus on feedback on recognition and open and honest communication between leader and employee. 

Examples of Statements: 
"Sometimes I feel guilty when I call in sick"
"The number of meetings we have to attend is appropriate"
"My workload is consistent with what I feel I can overcome"

For some, the word "Stress" may sound negative. But as research paints a picture of increasing stress at the workplace, it is crucial to act before it has consequences for the organization and the individual's quality of life. Just by communicating about stress and recognizing that people have very different levels of bandwidth, it can be counteracted. Team members must know that they can speak up about stress. In that way, we help each other and the business overall. 

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All statements are categorized within the 4 main indicators above and within the 3 levels below. So, when we ask for feedback, we specifically phrase the statement to relate to:

  • Individuals
    A team members feelings about their own role in the organization.
  • The Culture
    Team members feelings about the culture as a whole.
  • Leadership
    Peoples perception of their team leader.

This gives a leader the best possible insights, and Successteam can provide precise suggestions on Actions to solve any team challenges we identify based on the feedback. 

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