Managing a team but not getting results? This can be helpful.

Hello Everyone! Missed me all this while? I really missed coming back to be speaking to you like before! Well, just in case you wish to know what I was up to all this while, the previous couple of months were not as smooth as I had expected, but not the roller coaster ride you would imagine.

However, these days helped me find a lot of new things that I was aloof from all this while. So I am back again, with some really good things to share. And, we begin here!

The quote “There are things that we don’t want to happen but have to accept, things we don’t want to know but have to learn, and people we can’t live without but have to let go.” Is very close to what I feel each one of you can relate to.

Quite similar is the case when you happen to work in a team, but unfortunately, not a team player. While I was working on an assignment recently with a team, the motivation levels of each member varied like their capabilities and hence, it was indifferent to witness it all together.

“This needs to work” I said to myself when I happened to feel the not-so-good vibes. (Definitely not-so-good because I felt the dependency of team members on to one person guiding them)

Consider an example – you have divided the tasks of the project to individual team members, however, many of them end up asking your permission to make minor changes they feel are a good fit.

This is nothing unusual if we all go back to our office spaces working in a team including a few senior management professionals. It can be truly difficult to break out of the leader-follower mindset at the workplace.

While it is good to get the much needed guidance from your seniors, it is equally important to give your team members the space and freedom to guide themselves. This also includes ensuring your team members are not excessively reliant on your seniors.

So how did I manage to change it from ‘I need to do it’ to ‘we need to do it’? How do we build a team of professionals that is empowered enough to guide themselves?

Trust and business acumen are two crucial factors you need as the cornerstones in building this type of work culture. This wisdom can be utilized to train informed and decisive teams that we can be trusted for all sorts of projects they work up on.

It took me some time to go through some good case studies that guided me to these 5 ways to empower your employees/team members and get them perform their best.

  1. Feedback at that particular moment matters – One important thing to be encouraged among team members is to get on the spot feedback from your team regarding workplace concerns, project workflow or anything that is inspiring or motivational.
    feed The ground rules of this being, the feedback must be honest, constructive and respectful.
  2. Transparency for trust– Cultivate transparency that empowers mutual trust and respect among you and your team members. It is crucial to let your team know what you are working up on. Hold regular meetings and share large happenings within the organization.
    Making them feel they are a part of the much bigger picture that they cannot visualize until they are made aware about, apart from their allotted work, is an effective way of encouraging them and building trust. The trust that their contribution matters at every level.
  3. New Challenges can build excitement – Giving good opportunities and challenges to your team members can help them demonstrate and achieve their full potential, thereby, boosting their self confidence. In case of sales team, it works wonders. If they are relying on emails for results, challenge them to step out of their comfort zones and get things moving over the phone.
    Any time you fall short of ideas, a small conversation with other team mates can be extremely helpful.
  4. Respect limitations – Throwing challenges at your team is followed by the limitations they face. Ensure that the challenge not totally out of their roles. This could be discouraging move in some cases.
    So, empower the potential you see and believe, will lead to better performance of the team member.
  5. Do not babysit – It is concrete to face difficulties when your team works on a new challenge. But, not giving them the freedom and space to experiment and resolve the issues is the last thing you would ever want on the list. Babysitting would do no good to them or the project.

So, remember, it is when you babysit, an idea dies.

I hope the next time you work in a team, these ways help you perform your best and also make it easier to work in a team.


2 thoughts on “Managing a team but not getting results? This can be helpful.

  1. jlcphotosandmicrofilm says:

    Loved it…. True… I agree with you… 🙂 and thanks for reminding me how a team should be looking at work… Been a hell of a job managing my team up-to now… Will help them improve themselves now onwards rather than helping them completing the work… Thank you Aakriti… Keep at it… Great job…

    Liked by 1 person

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