The Management Blog
Tips & advice to help you improve your performance
Excellent communication in the office is imperative.
What you say (and what you don’t say) to your employees greatly influences the corporate culture, their satisfaction with work, productivity levels and loyalty to the company.
Some say that with texting, emails and “Whatsapping” that the art of true conversation, i.e something that comes out of your mouth, is lost!
Motivating employees is a large part of the manager’s role.
It is a proven fact that individuals perform smarter and better when they are empowered, provided with clear objectives and rewards for achieving them.
Team building activities and events should be interwoven in your company culture.
Effective teamwork has been proven to offer a myriad of benefits to your organisation, such as more productivity, higher sales, better team cohesion, happier company culture, less employee turnover and more loyal employees.
Do you get the sense that your team members are burnt out, unmotivated and overall not happy?
Those are all signs that your team’s morale is down.
I have recently read the story of Judy Estrin from the US who has been involved in the founding of eight businesses. She also has extensive experience and held senior board management positions at some huge enterprises including Walt Disney, FedEx and Sun Microsystems. Her motive for work is that she is “Addicted to the excitement of building teams’ Learn More
Building a team with high morale and high productivity can be challenging. In order to create an environment where people can do their best work, behaviour towards each other and those outside must be respectful. In this article we look at five key behaviours which you cannot tolerate if you wish to achieve great things. Learn More
Many teams are actually just a group of people who happen to be working under the same roof. They may have similar jobs, work for the same company and aim for similar
results, but are they all pulling in the same direction, meeting the same objectives and aiding each other to create a great working environment?
How can the team measure how effective they are and how can you ensure they are all singing from the same song-sheet, as it were?
You could carry out a team assessment. Or, better still, let them carry out a self-assessment themselves.
Here’s how you can set one up:
1) Plan some time and inform every team member what is going to happen. You could provide lunch or snacks, so they see you feel this is important.
2) Get them to think about two key questions: What’s going well that we should keep and continue with? In what ways does the team need to improve?
3) Then get them to assess the team against 10 criteria:
You can choose others if you feel them appropriate for the team environment.
Allow team members to assess how they feel against each of the criteria. You can devise a scoring system that will help you compare each person’s thoughts (something like 0-10 will suffice)
After marks have been collated, appoint a facilitator whose job is to discuss the results and reach a consensus on action plans
Record the team’s ideas on a flip, so everyone can see them.
Review and prioritise this list before the end of the meeting
Arrange to have the list distributed to all team members.
Decide what follow-up actions are necessary.
Conduct an informal assessment of the meeting.
Decide on future plans for action based on the results of the feedback.
By carrying out an exercise like this, you get every team member to assess how they feel against key criteria. Then, make sure you listen to what is said at this self-assessment and see if you can devise some ‘quick-wins’ so the team can see the exercise was worth getting involved with.
Conducting a self-assessment is something you can carry out annually to check on progress. The team will respond well if they see results coming from it, and you will have achieved a high level of support so that the group of people you are managing maintains its ‘team’ ethos.
Head of Training