The pressure to perform well can feel like a heavy weight on your shoulders. Regardless of job title or contractual responsibilities, your people want to work hard and produce results that make the company proud. Peak performance sounds easy in theory, but it’s not so much in practice. It takes dedication and drive, via recognition and the right resources, to help your people enhance their performance. Seeing your people succeed is wonderful, but watching them perform well and feel good about what they do, is even more awesome.
This month’s bobbers know best talks performance and how we sustain positive results across a quarter or towards a deadline, even when things get challenging.
Behind performance, there’s passion
Performance that lacks passion that can be a tad lackluster. Luckily, our bobbers feel passionate about their tasks and objectives, which optimizes their performance. Our Sales Development Rep, Johnathan Hindler, pairs passion with anything he does; “Passion will always be my co-pilot, in every task I take on. Having said that, I do find that a daily routine helps make sure I’m aligned with the targets and goals I’ve set for myself.”
Having a systemic process that coordinates your goals and to-dos is a great performance approach, but it’s also true that task diversity can make each day seem like a new adventure. As a Customer Success Manager, Chen Jana, navigates a dynamic landscape. Chen explains, “I’m always meeting customers, involved with business decisions and product innovations, so my days are diversified. Although my schedule is often pre-booked, each day can turn hectic and urgent issues arise quickly, so I can’t stick to a fixed routine.”
Taking a dip on the tired side…
A dip in productivity is only natural. However, a dip that plateaus at a lower level is detrimental to professional growth and company success. That’s why it’s necessary to counteract a dip and keep it from stagnating. Brian Dugan, Account Executive Hibob, says he always “tries to think logically. Once you associate in a dip in performance with the end of the world, you set yourself up for failure. It’s all about identifying your triggers, becoming comfortable with them, and trying your best to navigate them before they lead to a lack of productivity, and work around them. A strong cup of coffee also helps!”
Whether it’s stress, fatigue, or disinterest, our bobbers know when to prioritize self-care to bring their performance up. One of our favorite hacks comes from Tamar Duchovny, Software Developer Team Lead, who beat the classic battle for AC control; “It’s not always the office noise that puts a dent in my performance, although, when the environment does get too loud, I I put headphones on and listen to classical music to regain focus. Otherwise, I try to pick a seat far away from the vent to avoid sitting too close to the air conditioner, and in the Winter I have my own radiator to help me.”
What we love about Chen’s approach is her choice to lean on her team for support. She points out “luckily, I have an amazing team that makes my day-to-day a great experience. We love sharing ideas and stories – professional and personal – and as our job can be quite challenging, our shared support makes our lives easier.”
Independent, but never alone
Working independently or part of the team are both strengths in their own right. Our bobbers are natural busy bees who can give themselves direction and follow through. “I am very independent,” says Tamar. “I love receiving initial guidelines and developing it on my own from there.” Johnathan likes to combine both teamwork with independence; “I like to work independently, but I think teaming up can be good because sometimes, a few opinions and other observations on a specific issue can lead to better results.”
Sometimes, guidance or simple support from a team lead is more than welcome, especially when collaboration becomes paramount to optimal performance. Brian clarifies, “I like to steer the ship, leveraging all the resources I can to I stay on course. I think the ‘lone wolf’ approach to work is idealistic but unrealistic. There is power in numbers, and you cant light the world on fire by yourself. It would help if you had a team that’s willing to contribute to your success, or else it’s not worth it to stick around.”
You betta recognize!
Reviews, feedback, recognition, and surveys contribute to or enhance work performance, giving our bobbers different insights and perspectives along with new motivation. Chen is on team feedback, revealing that “getting feedback from managers and other employees is always interesting and valuable. It helps to understand other points of view, and being recognized pushes me to do better and learn about more upcoming opportunities.”
At Hibob we not only use Kudos to share recognition, but we have each other to share knowledge and pass around skill. Johnathan explains, “I think it’s extremely encouraging to get feedback on your work! I also think the talent at Hibob is super creative and experienced, and there’s a lot to learn from them.”
Optimal performance can be achieved through a number of channels: consistent recognition, support from teams, and of course – motivation that stems from personal passion. Peak performance is surest to occur when all of these elements are combined, and you can help your people get there by supporting them with culture and feedback along the way.