What is a high performing workplace?

A high performing workplace is at its very crux a workplace that is achieving superior business results. Which sounds great because who doesn’t want their business to be achieving more? But is it just for big business and can my SME really become a high performing workplace?

Of course, it can! In fact, being a high performing workplace should be of paramount importance to small and medium business owners as it means that you’re maximising your (limited) resources.

HR Coach Australasia (HRC) conducted a business assessment of 700 small to medium Australian businesses to find out the difference between high and low performing Australian businesses.

They found that there are 5 key areas that separate high and low performing businesses.

Management Team

High performing businesses have an effective and efficient management team. In a high performing team, a manager’s role is essentially to keep the team’s focus on achieving the business’s strategy, maximise their team’s performance and minimize costs and waste. Sports teams provide an excellent example of how when the management and leadership (coaching) team aren’t right the team of otherwise great players suffers.


High performing businesses have an aligned and adaptive culture. What does this mean exactly? It means that everyone from the business owner to the newest recruit knows, understands and is focused on the strategy (goals) of the business. And because they all on the same page, they can also adapt quickly when things change.

Effective Employee Feedback

Feedback needs to be a two-way street. In low performing organisations, employee feedback tends to be only one way – from employer to employee. But there is no-one who knows your business quite like your employees. By seeking and listening to your employee’s feedback, you will always have your finger on the pulse. Employees who don’t feel like they’re being listened to also cease to contribute, developing a “Why bother” attitude. This attitude will quickly impact on the culture and performance of your business.

Managing Employee Expectations of their Role

High performing businesses understand that their teams are the ‘people engine’ of their businesses and make sure that each employee will have their own set of satisfiers and dissatisfiers. High performing businesses know that understanding and addressing those factors increases employee engagement and reduces employee turnover.

Individual accountability

In high performing organisations, employees work with, not for, the business owner / manager. They know what needs to be achieved (they don’t need to be told), they self-manage their tasks / actions and take responsibility of the outcomes. They’re motivated to achieve because they are invested in the results. Low performing businesses tend to a have more authoritative relationship with their employees where the manager directs the actions and information is on a ‘need to know’ basis.

Sounds great, but is this really achievable?

The simple answer is yes but in order to achieve this you need to be honest about where you are right now. Contact us to take our free Business Health Check to find out where the gaps in your business are.