The operation of a team can be compared to a machine. If one mode fails, the whole system is immobilised. It is a system of interconnected vessels, where even the smallest detail has a bearing on performance. Not sure how to manage your team? Learn the 30 principles that will help you keep the 'machine' of effective work serviced on an ongoing basis.
Build a good team
Amazon already looks at a myriad of factors at the recruitment stage to determine an employee's suitability. Jeff Bezos has even asked some people things out of the Christmas tree to find out how they find solutions, e.g. why are manhole covers round? Reliable employee selection will help you win in the run-up.
Meet every członk of the team
Organise a team-building meeting where everyone talks about themselves, their passions and experiences. Create a survey with questions about preferences and working styles. When someone is annoyed by being interrupted every 10 minutes or texting after 5pm, let them let you know.
Leverage the strengths of the team's individual człons
Assign tasks, taking into account everyone's skills and aptitudes. Create a 'talent map' so everyone knows where they can use their strengths.
Positive attitude and relevant competence
Nurture the team atmosphere, organise breakfasts or team-building events together. Invest in training that will develop the człons of the team. An example is a team-building meeting in the mountains, where you learn new things at noon and can discuss them over a glass of wine in the evening.
Give everyone the right tools to do their job
Provide access to modern hardware and software. Provide training on how to use the tools. It will pay you back. A better tool is not only functional, but also more efficient.
Talk to your colleagues
Hold regular one-to-one meetings to discuss progress and problems. Create an atmosphere of openness and trust.
Be open to feedback and suggestions from your team
Create online surveys or an idea box where everyone can share their opinions anonymously.
Monitor performance and provide feedback
Set KPIs for each position and regularly monitor their achievement. Conduct a feedback session after each project where everyone receives constructive criticism and praise.
Delegate tasks taking into account skills
Don't try to do everything yourself. One of your employees has a better understanding of the technical issues of the client's industry that you are struggling with? Invite him or delegate him to lead the conversation.
Recognise and reward employees
Publicly thank people for good work. Paid 3 days off for achieving great results, proving success can really motivate.
Don't be afraid to give up on working with someone who is not up to it
Don't dismiss too hastily, but if someone notoriously fails to deliver, consider a change in the team. Do it immediately, the longer you wait, the worse it gets.
Conduct regular appraisals and support employees
Hold regular development calls to assess progress and set development goals. Provide access to training and mentoring.
Training and courses - support employee development
Invest in training courses to help człons of the team develop their skills and expand their knowledge. Particularly useful are those in soft skills (sales team), AI (technical, technology, IT, marketing industry).
Identify and increase motivation within the team
Assess your employees in terms of how they communicate with each other, but also what they communicate about their work. While you won't find this out directly, catching information during 'loose gossip' that an employee is complaining about their job is a reason you can use to talk to them and improve motivation.
Plan meetings to create cultures of meetings about nothing
Prepare the agenda, the technicalities and inform the employees to get acquainted with this before the meeting. Talk only about proposals, solutions.
Consider whether a meeting is needed
Do not arrange meetings if the matter can be dealt with by email or telephone.
Constructive criticism - it's good feedback, not opprobrium
Criticise substantively, not personally. Focus on correcting mistakes, not on blaming.
How to manage emotions in a team?
You can find the answer to this question here: With eMOTIONS to the people
Get things in order and outline an action plan
Set up a system of work organisation so that everyone knows what to do and when.
Learn to resolve conflicts
Intervene when conflicts arise within the team and try to resolve them in a constructive manner.
What to do when communication does not work?
Find out how to tailor your communication to the different personalities of the człhou: When communication does not work
Make realistic demands
Imagine yourself in the role of an employee. What results are you able to deliver? Is it the acquisition of 10 new customers? Selling 35 new products? There could be plenty of examples, but before you make demands, think about what is realistic to prove.
Set clear goals and act as a team
The goal is to be simple and clear e.g. We are increasing sales of product X by 15% in March 2024 using social media marketing. The wrong target is: we need to increase sales!!!
Ensure the integration of employees
If employees feel comfortable in their surroundings, nurture this. Give them the opportunity to collaborate on projects; work friendships can be very useful in the context of completing difficult tasks.
Evaluate and hold accountable for assigned tasks
Set boundaries. Hold yourself accountable when performance can be measured. Draw conclusions based on this to identify obstacles.
Develop communication skills
Your own and your employees'. This is something you can help with: ABC of Transactional Analysis
Celebrate successes to motivate the team
Organise team-building events to celebrate team successes. Give everyone the opportunity to celebrate and appreciate working together.
Give freedom to act
Trust your employees and give them the freedom to act. Your ideas may be good, but who says an employee won't have a better one? As they say: you want to achieve the impossible? Delegate it to someone who doesn't know it's impossible'.
Reinforce cooperation not competition
Workers must not feel like inferior. Sympathising with a handful will make the others feel jealousy and resentment.
Take responsibility for team management
YOU are the leader, don't forget that. Productivity depends on the work of the team, not individuals. Learn to lead a team of connected vessels.
Take care of yourself and be a leader
Take care of your health, family and hobbies. Your dissatisfaction will reflect on your employees.
Communicate effectively
Communication is the key to solving problems. Good communication is a tool for working more efficiently.
Summary
The ability to work in a team is an art. An art that needs to be corrected regularly. Different tasks, different people, different challenges. Your team and approach must be flexible. With the help of the above-mentioned 30 tips, you will be able to crank up your work efficiency. Remember, however, that a lot comes down to communication.
Need support in developing your managerial skills? Explore the full range of training courses available from the Meeting Group: Business training
