But ask any manager and they are bound to tell you that keeping a team happy is not really a cake-walk. A team is an amalgamation of a range of people, each with their own capabilities, temperaments and most importantly, motivation levels. It is rightly said that a team leader or manager can either make or break a team. What's important is that he/she makes the effort to understand each of the above mentioned factors in the team members and help them achieve both, the team's goal and their personal goals.
According to the findings of a recent international survey, an increasing number of workers are quitting their jobs and even switching chosen careers chiefly because they are fed-up with their boss. 28 per cent of workers, the survey reveals, have moved work in an attempt to find someone who can motivate them more. And while more than one in ten have taken up a completely new career in their search, one in 20 has decided to set up their own business to get away from bad management.
So what are the qualities workers look for in a good manager? The respondents gave approachability 83 per cent weightage while good communication skills got 82 per cent. Supportiveness stood at 81 per cent, a good leader at 80 per cent and someone who respects their staff as individuals was given 76 per cent importance.
Commenting on the effects of working under a bad boss, employees reported a 47 per cent loss of motivation and a 28 per cent drop in productivity. One in five workers also confessed to taking 'sick leaves' as an avoidance tactic.
Since the success of your team will ensure the accomplishment of bigger goals and work more effectively, here are some easy tips to help you build a good and successful team:
Ensure that all team efforts are directed towards the same clear goals. Good communication in the team and harmony among members is essential for this to happen.
Remember, skills and personalities are diverse. It's only when people use their strengths in full and compensate for each other's weaknesses that a team can be successful. Different personality types must balance and complement each other.
Make sure that the team goals are totally clear and completely understood and accepted by each team member.
Ensure complete clarity about responsibility. If there is a risk of two team members competing for control in one area, try and divide that area into two distinct parts and give each increased control over his/her part, keeping in mind their strengths and personal inclinations.
Involve the whole team in the decision making process for issues that rely on the team consensus and commitment. The more a team member feels ownership in the final decision or idea, the more likely he/she is to agree with and commit to the decided plan of action.
Make sure there are no blocked lines of communication between you and your team members. Stay fully informed about what's happening, where and how.
Build a line of trust with your team members by spending one-on-one time in an atmosphere of openness and honesty. Be loyal to your employees, they will in turn never hesitate to be loyal to you.
Allow your team members to build trust and openness between each other. Give them opportunities to socialise and spend time with each other. Encourage open communication.
Be careful with interpersonal issues. Recognise them early, and more importantly, deal with them till they are fully resolved.
Never miss opportunities to empower your employees. Say thank you or show appreciation of an individual team player's work.
Last, but perhaps the most important, do not limit yourself to negative feedback. Whenever there is an opportunity, lavish your team members with positive feedback. And remember the golden rule of management, praise in public, correct in private.
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