If you have recently started to see some negative side effects from the way you manage your team, it is time to work on a plan to set things straight again? When and how did things start going wrong? Ask yourself that question and set up a plan to restore your team’s efficiency and motivation. Below are 7 tips you can use to improve team efficiency.
Set Team Goals and Individual Goals
Your employees must be familiar with both the team’s short-term goals and the company’s long-term goals. For example, if your company aims to increase sales by 50% within a year, you have to assign and inform your team about the roles they will each be playing to reach that goal. Set up a clear plan for each month and work with the team members on organizing a learning curve to help them develop their skills. Business goals are not the only goals in the workplace. Set up personal development goals with your members as well to keep them motivated and personally interested.
Use Employee Management Software
If your team has fallen off track then a period of monitoring may be helpful. You need to balance this with trust. Monitoring reduces trust. If that’s warranted then proceed, but remember you need to fully inform employees how they will be monitored. You can use software for monitoring employees; it can aid you in assigning tasks to your staff, tracking their productivity, attendance, and so on. Furthermore, you need to decide which software would work best for your industry before investing in it. After all, different fields do require different features.
Invest in training
Ensure you give your employees sufficient training to deliver the task they are assigned up to your standards. As part of your supervision and review sessions with staff, you should complete a regular training needs analysis. If they are struggling with any part of their role, then it’s more than possible that the right kind of training and support will bring them up to speed.
As a manager, it’s worth investing in your own training skills so that you can directly support staff to learn. You should also have a training and development budget and be prepared to invest in your employees’ skills. Training is an essential part of any job and should be timetabled into working hours. Your employees are human beings who need a proper and healthy work-life balance, do not forget about that fact. Additionally, any knowledge gained is a valuable extra asset to your company, not just to them.
As a manager or a team leader, you must have interacted enough already with your team members and have an idea of who performs better at which aspect of the job. Keep their performances in mind while assigning tasks and ensure the whole team is familiar and comfortable with the internal roles they each hold. For example, if someone is responsible for a task from beginning to end, give them the trust they need and only follow up after them with guidance. Don’t make that your job. Instead, encourage them to develop on their own.
Don’t Hold Too Many Meetings
Meetings and one-on-one coaching are a must in the workplace; however, let’s be honest, how many times did you enter a meeting as a newbie and feel angry because there was no benefit? Meetings are sometimes held for announcements or conversations that could alternatively be communicated through an email; as a manager, you should avoid wasting your and your employees’ time. Before setting a meeting, ask yourself first if a simple email could do the job. If it can, then send that email instead of getting everyone out of their office. That doesn’t mean you should stop your one-on-one feedback meetings with your team members; those are still very integral to improvement.
Feedback and communication are two faces of one coin. If you can’t communicate, you can’t succeed. Imagine an employee who made a mistake and had their leader simply working on that mistake themselves. Do you think that employees will learn from their mistakes? Of course not! What you need to do in this situation is to ask the employee to fix the mistake after explaining how, give them a time limit to fix it, and explain why it shouldn’t be repeated. Direct feedback is important to improve team efficiency. Moreover, feedback is never hurtful as long as it is given with calm respect and in private. At the same time remember to give positive feedback when your employee or team does something well.
Don’t Overdo it
If your employees are hard workers, don’t add to their load without considering their time, health, and mental abilities. Employees who work hard tend to ignore their health when pressured; however, this often results in damage for both the company and the employee. Huge mistakes happen as a result of stress so always keep that in mind.
Finally, remember that people work for people, not companies. The main reason for an employee resigning is that they do not like or respect their manager. And the main way to gain respect is to lead by example.