Does the team have a problem to meet the company's goals? Missing your team's energy, creativity and motivation? Have you been tense or surviving and felt that you needed long hours to keep your department together? It does not have to be so that you can take the situation. You know that your team is working effectively towards a common goal and you can win your personal time. Work is important and goes beyond corporate expectations, but is equally important for the benefit of personal interests. They want to be there for the children to grow up and have time for the other (Yes, honey, I understood and did not play golf) … but you still want us to take a few stroke off the disability. Whatever your interest, you have to find a balance. Work on the steps in step 10 above will improve your team's performance and regain your personal time.
1) Improve the Atmosphere
A leader alone has a huge impact on the team's morale. You set the team. Not only what you say and do, but what you allow. It must be made clear to every employee that everyone in the workplace must be treated with dignity and respect without exception. You need to know how the members of the team communicate with each other. Often, their voice and body language say more than words spoken. There are often 3 or 4 team members who create a negative atmosphere for the whole group. At the same time, the same team members are involved in most of the conflicts. Do not let this happen. Often, these team members do not know their impact and a quick discussion will solve the problem. If not, then this will be a power problem.
Join your team in the dining room whenever possible. Opens the communication line when members of the team are better acquainted with you and see your personal page. Your only manager is enough to scare your team. Time-consuming can make work-related problems easier and more comfortable with them,
Often praise and positive feedback can be given. Get involved every day to recognize the things your team is doing and be special with their praise. As an operator it is easy to catch what is needed, but if we talk about problems, this is not a very energetic environment.
Moral questions and teammates' conflicts are not productive and can spend a lot of time. As a leader, you are directly guided by morality. Take responsibility and prioritize.
2) Open Communication
Improving communication with your team is key to returning. Always have an open door policy. Make sure your team knows they will come and talk to you if they are worried. Make quick contact with these concerns and go back to your team with the steps you take. When you do this, you create an atmosphere where members of the team feel, and as you fall through your team, you will find that you are more likely to know little problems and take action before they become a major problem. You will also see that the team begins to draw your attention to the suggestions and ideas that you can use to improve your workplace.
Despite efforts to create an atmosphere where anyone can come and talk to you, there will always be some team members who just do not feel comfortable talking to the boss. These team members can still be great sources of ideas or raise concerns that you do not know about. Set up a system that invokes your team's information anonymously. An easy way to do this is through steps 5-15. Give the team 15 minutes to write down the 5 things they like at your company or workplace and 5 things they feel they need to improve. You do not need to include their names on the lists. This can be done in a group, but do not let them discuss individual responses so that everyone gets in and not just the less vocal. In just 15 minutes, you can get great suggestions to improve your workplace and get to know the little problems you can correct before they're big. Summarize the list of needs development areas and develop a plan to correct them. Meet with the team to let them know what steps they will take as a result of the 5-15 practice.
If members of the team feel that they can not make any concerns to the management because they will not deal with, then they are moral issues. If your team member can not handle the management, they will also discuss the other members of the team. This results in a negative atmosphere and traffic. If you want to save yourself from time to time, improve communication.
3) Who works with whom?
Often leadership is frustrated because they see their teams not listening or following the course. Team members seem to be doing a lot of effort in their work and doing the wrong things. Frustrated leaders say that "this group just does not listen and does not care." It is likely that there is a reason why your team does not perform at a high level. The team can not work for you until you work on them. How can I work for them, I thought I had to work for them? As a manager, it is important to emphasize the importance of proper training. You have to build a solid foundation for new landlords, or you will never meet your expectations. As a leader, it is your job to win every chance for success.
Install the systems to ensure that training is completed properly and in time. We often catch up with the firing of days, but we have to pay attention to the new lease. Consider having a "Buddy System" and pairing a new lease with a team member who is positive and high on a team.
Exactly point out your expectations. It is much easier to start training from the start than to reverse the poor performance. Whether you are directly responsible for the training or not, make sure you are logged in regularly.
When you bring a new team to a positive atmosphere, you can give them clear expectations and properly tailored them, reduce traffic and improve productivity. The added time for a team member to be a good starting point will save you time in the long run. More time means more golf, and that's a good thing.
4) The attitude is all!
We all know that we must lead a manager and work with a positive attitude every day. What we can not do is expect the same positive attitude from the team to everyone. Regardless of whether it is a controlling person or an hourly team member, expectation is the same. This is part of creating a great work environment. We've all experienced a teammate who complains about everything and will never be happy. These channels are the source of morality and, in general, of conflict. You may think that "He does a good job, only he is who he is." But this is not fair to the others. They deserve to be in a positive environment. You have to let the negative teammates know what the team is doing and what they expect them to do. You may need to treat this as a performance problem. It is easy to look at the results of their work and say they are a great employee, but if they can not cooperate positively with their teams, they are constantly resolving conflicts.
If you ask one of our main goals to try to identify whether this person has a positive attitude and the skills you need. This can be difficult because most applicants are prepared for an interview and are in the best position, but do not accept general answers during the interview. Try as much as possible and ask the candidate.
As applicants prepare an interview, you will want to include some interview questions on your phone. Applicants are not prepared to answer your questions and receive a fairer answer. Always check the work of the applicants. The past often predicts the future.
Keep in mind that the requirement of a positive attitude for all members of the team. You are a nice and energetic team and you spend a lot more time yourself.
5) Who knows more?
We often think of being the source of ideas. The truth is that we only have to get the best ideas, and if we do not listen to the suggestions and ideas of a team member, you're not using the best. Probably there are people who work in a particular area during their daily work. They are experts in this part of the business. This goes back to open communication. You should encourage your team to keep thinking about how to improve their business and share it with management. When you start doing some of your suggestions, you can see the momentum.
Sometimes we let the egos get started, but if you can create a culture where you get the best idea and not just leadership, your team will become more active. If you continue to tell them what to do and do not ask for your ideas, you will lose the greatest resources and this is the thought and idea of everyone at work.
Always make sure it's the best idea. Do not try to pretend that your boss or anyone else is your idea. Describe these people at meetings and encourage the whole group to think about how to become more profitable, provide better services, become more efficient or improve the working environment.
6) Need for Your Successors
If you want to save yourself time, help build your business for the future and impress leaders who need their offspring. What is your offspring? They are the people you and your management team identify that are potentially capable of advancing in the body, but to succeed they go much further than identify them. In your responsibility, one of your most important responsibilities is to be able to grow your man. You will go to the other managers when you are able to perform available positions within your organization.
To be truly successful, you should be able to remove star performers and not cause harmful effects on your class. Many managers hate getting to the best performers, but if you are proactive, and someone is ready to step up and fill your shoes, this is one of the most effective aspects of the job. The only good way to lose a team member for a promotion, and if you play a small part to help him reach his goal, smile in his face.
How can I get these offspring ready for the next step? If your organization has not yet done so, you will need to develop a list of basic skills needed for each position, such as direct reports, planning, organizational skills, team building, etc. Against.
needs to talk about his potential successor and find his career goals and identify with the discussion the basic skills that an individual needs to develop. You can then create a development plan that shows how the success looks like (that is, the skill is fully developed), give them actions or different tasks to help them reach them and have a way to clearly measure progress. The manager should then monitor and regularly monitor the time to keep them up to date, but if their real offspring, most of their development plans will be self-sufficient.
If you work in a growing organization, your offspring are invaluable. You help your company grow and your class will not lose the victory. They will never catch it because they have to fill other positions because they are proactive and save time. Growing successors are great, great for morale, help build the future, and recognize your boss.
When you effectively delegate it, it liberates your time to focus on the big picture aspects and make it more effective. You may still have enough time to get an extra golf course every week. Many leaders rely on many tasks because they are easy and convenient to do or think they can do faster than anyone else. You have to look at what you do on a daily basis and ask yourself that this is the job you have to do personally? Does this task add value or can I benefit the organization by focusing attention elsewhere?
The daily routine is easy to catch, but the manager's work on the big picture focuses on the company's more profitable. Sometimes, the transfer may take more time in the beginning if you have to teach someone but once you complete your training you will never have to do this again. Think about the time you save. Generally, the authorized person welcomes the new responsibilities. Pick some of your offspring who have been transferred. This also helps in their development. When people stop learning and growth, they are looking for another job where they can grow. Delivering new responsibilities with the right people will keep learning and release your time.
Even though you have liberated yourself by dividing time-consuming daily tasks, you still have yourself to do the following to keep your department. Now that you have some extra time, you can still solve these annoying factors that remove the big picture. You have to drill and find the root causes of the fires that are constantly emerging. The most can be avoided if you sink deep into it and develop long-term solutions, not just pouring a little water on it today.
If you can work on today's problem, you can start working for the future. When you look at the future, the business can move you in all directions instead of the business. To be an efficient manager, you need to know about your future business trends, budgets, sales goals, and plans that are already ready to meet these organizational goals. Most businesses have seasonal tendencies and times that are more profitable. Plan your plans to maximize these peaks in business.
If you spend time on effective planning and future work, you can save yourself less stress and maximize your business opportunities.
9) Keep them Accountable
The most difficult part of the job is the accountability of members of the team, but it is absolutely necessary. Many executives allow the poor performers to continue because they cause discomfort to people, but if poor performance can not be verified, a whole team can soon meet poor performers. Other members recognize that people do not pull their weight, and maybe not just a few people say, "If you do not have to do what, why should you?"
Most important, right away. First, determine whether it really means performance that is the responsibility of the team member, and not the lack of proper training or control. Having determined that the performance problem is the responsibility of the team member, you need to resolve it. Always keep in mind whether you are discussing that performance and never attacking the person's character. We recommend that another leader be able to take corrective measures and make notes.
It is important to be honest and consistent with the expectations of team members, but at the same time, it may be necessary to have different approaches to corrective action to meet individuals. Everyone has a different personality. Some people feel that they are doing something bad and others can argue. Use your team's knowledge to anticipate the different challenges that these individual personalities may face before taking corrective action. You want the conversation to keep the end result in mind if you understand the problem and are willing to correct it. Then shape the best approach based on the person's personality. This is not a favor. You know people and use the right approach to achieve the desired results. There is always the same expectation of performance, but a varied approach may be needed to achieve this goal.
Often, only a few team members pull the full team's performance and spend a lot of time. Entry problems immediately, to save time in the long run.
10) Have fun
Want people to enjoy their work by doing challenging work in a great atmosphere, but most people spend more time at their waking hours than at home, so they need to encourage the team to have fun. Try to schedule 1 hour a month for a fun activity for the entire team, if possible. Join the management team. It's a great way to get the team to meet you in a relaxed atmosphere. It does not need extra work for you. The entertainment committee can design any event, or even use a successor to plan and organize to help their development.
Everyone wins when you're in a fun atmosphere. As a manager you have to support the fun. You will see better productivity, reduced traffic and better morale. Generally this means less work at the end.
If you take 10 steps to your workplace, there will be less stress, better results, and more personal time. You deserve to have time with your own hobbies, look at the children to grow up, or spend time with this great person (I'm sorry, my dear I was playing golf this time).
Source by sbobet