Seven ways to get the best out of your team as a Manager

With conflicting priorities, mixed skill sets and increasingly busy workloads, as a Manager sometimes it’s hard to know exactly how to get the best results from your team. Here are our top tips to ensure your team performs at its best.

1. Insist on excellence

Monitor your team’s performance, as a whole and on an individual level. Do not overlook mediocrity but rather communicate with your team members to identify problem areas and establish strategies to overcome these and maximise performance.

2. Establish trust

A team relies heavily on trust – trust in the skills of each other, trust in their Manager to guide them to success and trust in the processes and systems to help them get there. If one team member is unreliable the trust between an entire team can become fragile. Address individual shortcomings or poor performance directly in order to promote and maintain trust in your team.

3. Develop strong relationships

Building rapport between team members as well as between yourself as a Manager and those you lead is a critical success factor. Recognise the importance of personal lives, provide regular feedback and organise team building activities to promote strong internal relations.

Try to be flexible. Be accessible and make yourself available to hear feedback, discuss ideas and solve issues with your team members. Rigid management styles too often lead to heavy handedness and not all teams thrive in that type of environment.

4. Be organised

People perform better when they know what they’re aiming for. Set clear long and short term goals for each employee, which will in turn aid your team in reaching collective goals and organisational goals. Enforce deadlines, track performance and analyse each team members’ progress, providing them with tools and support if they need help to achieve their targets.

An effective team is more powerful than any one individual. Identify each employee’s strengths, establish clear lines of communication and delegate freely to ensure all team members are working at their optimum productivity. Delegation also stops Managers from doing too much of the day-to-day tasks, freeing up more time to invest in strategic planning, team management and professional development.

5. Mix it up

Establish a team that compliments each other’s strengths. A team does not function as effectively if it lacks diversity. Different personalities, key skill sets and individual strengths must be considered when assembling and optimising a team, as these all contribute to overall success. It’s important for each team member to understand their unique role in the group.

6. Exploit potential

Empower your employees by delegating tasks aligned with their strengths, and try to give them a bit more than what you know they can achieve in order to challenge, motivate and encourage them to perform to their true potential. Also spend time developing and overcoming each employee’s weaknesses, as it’s important to have a well-rounded skill set.

7. Reward and recognise

A sense of accomplishment is a large contributor to job satisfaction and everyone likes to be told they’re doing a good job. Recognising achievements sustains high performance and inspires the rest of the team to go above and beyond too.

As a Manager, there’s a lot you can do to maximise your team’s efforts. Equipped with these tools, hopefully yours will achieve even greater success.

Years ago, I was thrust into a position where I had absolutely no experience. It would’ve been easier if I'd had a mentor to guide me along the way. But sometimes, the best way to learn is by making mistakes… or even failing.

Here are some examples that helped me become a better communicator, manager and leader.

Assuming Expectations are Met or Understood

Just because information is communicated does not mean that the message has been received. Was the communication too broad or not direct enough? Were expectations assumed?

Case in point: A third party was hired to develop new software and I was assigned to oversee its implementation. But things quickly began to fall between the cracks. The third party seemed extremely overwhelmed and became reactive instead of proactive. Stakeholders were frustrated that their questions were not being addressed in a timely manner and they did not know the current state of the project. Internal managers began to question my ability to lead the effort.

What went wrong: Team roles and responsibilities were not clearly defined up front. Assumptions were made on all sides and I could not provide the attention the project needed to be successful. It was an all-around communication failure.

How to prevent: A project kickoff meeting is an absolute must for any project, whether large or small. Communicating the goals/objectives—as well as scope, timeline, team roles and responsibilities—to all team members and stakeholders is critical. Also, having a candid dialog with your manager about your workload will prevent you from biting off more than you can chew.

Making Reactive Decisions Under Pressure

Have you ever been in a situation where you were asked to deliver a project within an impossible timeframe? Instead of panicking, I chose to round up as many people as possible to help meet the deadline. But it didn’t turn out well.

Case in point: I was asked to manage a team of engineers who were assigned to develop a new product within a tight timeframe. We quickly put together a project plan, scheduled status meetings and began working on the new product.

But after a few weeks, it became clear that the team would not be able to deliver the product as expected. Tasks were not being completed on time and stakeholders had their own ideas on how the product should be designed. Because we were under such pressure to deliver, I began recruiting other engineers to assist.

What went wrong: Decisions that were made in haste ultimately led to the cancellation of the project. Throwing more resources at a project in hopes that it will get done faster will not end well. Taking shortcuts will cost the company money and crush team morale.

How to prevent: Planning is crucial for project success. Taking the time to understand requirements, design the best solution and ensure that you have enough resources with appropriate skill sets will increase your chances of delivering a quality product that satisfies customer demand—in a realistic timeframe.

Making the Transition from Team Member to Team Manager

Transitioning from team member to team leader can be a challenge. In moving into a management role, my first concern was to preserve the personal relationships I’d already established. Big mistake.

Case in point: After being promoted to a leadership role over a team that had become friends, I noticed a shift in behavior. I was no longer being included in certain conversations for fear of reprisal.

I scheduled meetings with each team member and assured them that nothing would change and I wanted to be treated the same as before. I would simply be there to help resolve issues, answer questions, and achieve success. As a new manager, I thought this was completely reasonable.

What went wrong: My desire to be treated as a peer rather than a manager led to many authority challenges. There was an expectation of special treatment and a lack of urgency toward assigned tasks and deadlines. I also made the mistake of sharing too much information in hopes that it would help gain respect.

How to prevent: When moving into a management role, know that you were selected for your skills, leadership and drive and accept that existing relationships will change. Effective managers have to make difficult decisions and can’t be everyone’s friend. Your job is to support and develop your team and ensure that efforts are aligned with company goals and objectives.

There will always be roadblocks, setbacks and even failure during the course of your career. Just don’t let them deter you from achieving your career goals. As author J.K. Rowling once said: “Failure is so important...It is the ability to resist failure or use failure that often leads to greater success.”

How To Build A Positive Company Culture

Company culture is an integral part of business. It affects nearly every aspect of a company. From recruiting top talent to improving employee satisfaction, it’s the backbone of a happy workforce. Without a positive corporate culture, many employees will struggle to find the real value in their work, and this leads to a variety of negative consequences for your bottom line.

According to research by Deloitte, 94% of executives and 88% of employees believe a distinct corporate culture is important to a business’ success. Deloitte’s survey also found that there is a strong correlation between employees who claim to feel happy and valued at work and those who say their company has a strong culture.

There’s a reason why companies who are named as a Best Place to Work see so much success. These organizations tend to have strong, positive corporate cultures that help employees feel and perform their best at work. Research gathered by CultureIQ found that employee’s overall ratings of their company’s qualities – including collaboration, environment and values – are rated 20% higher at companies that exhibit strong culture.

But why is corporate culture such an important part of a business? Take a look at some of the benefits of a positive company culture:

• • Recruitment. Many HR professionals agree that a strong company culture is one of the best ways to attract potential employees. A positive culture gives an organization a competitive advantage. People want to work for companies with a good reputation from previous and current employees. A company with a positive culture will attract the type of talent that is willing to make their next workplace a home, rather than just a stepping-stone.
  • Employee loyalty. Not only will a positive culture help recruitment efforts, it will help retain top talent as well. A positive culture fosters a sense of employee loyalty. Employees are much more likely to stay with their current employer when they feel they are treated right and enjoy going to work every day.

• Job satisfaction. It’s no surprise that job satisfaction is higher at companies with a positive corporate culture. Employers who invest in the well-being of their employees will be rewarded with happy, dedicated employees
• Collaboration. Employees are much more likely to come together as a team at companies with a strong culture. A positive culture facilitates social interaction, teamwork and open communication. This collaboration can lead to some amazing results.
• Work performance. Strong company cultures have been linked to higher rates of productivity. This is because employees tend to be more motivated and dedicated to employers who invest in their well-being and happiness.
• Employee morale. Maintaining a positive company culture is a guaranteed way to boost employee morale. Employees will naturally feel happier and enjoy their work more when they work in a positive environment.
• Less stress. A positive company culture will help significantly reduce workplace stress. Companies with a strong corporate culture tend to see less stressed employees, which helps boost both employee health and work performance.

One great example of a positive company culture comes from Sweetgreen. This fast-casual health foods restaurant believes that the most important ingredient to success is a positive company culture. Sweetgreen promotes a positive corporate culture by offering special perks that help boost positivity and morale throughout the company.

U.S. Labor Secretary Thomas Perez (2nd L) and Representative George Miller (D-CA) (L) order food at... [+]

Some of Sweetgreen’s hallmark initiatives that have helped create a positive company culture include:

• Family Fund: Sweetgreeen provides emergency financial support for employees during times of need. It’s funded through voluntary paycheck deductions from corporate employees. The Family Fund has assisted team members in paying for temporary housing due to a fire and has also helped assist an employee who needed to travel to care for a sick loved one.
• Notes of Gratitude: Employers host a “Gratitude Night” to thank employees for making a positive impact on their customers. The corporate office reviews letters sent in from happy customers and writes personal, handwritten notes to employees who have helped these customers. This type of event highlights employee achievement and gives them some public recognition for their hard work.
• Working with Impact Projects: Sweetgreen offers employees the opportunity to get involved with impact projects to support the community. Sweetgreen recently partnered with the LA Food Policy Council to revamp a small, family-run grocery market.

Sweetgreen is just one example of the many forward-thinking companies that are dedicating their time and resources into building a positive company culture and supporting the well-being of their workforce. Other companies would greatly benefit from following the lead of these companies and building their own unique, positive culture.

One of the best things about building a positive culture is that it can be done with any budget, at any size company and within any industry. As long as employers take the time to genuinely invest in the happiness and well-being of their workforce, a positive culture will grow and thrive.

Employers can use the following tips to help build a positive corporate culture at their workplace:

Emphasis on employee wellness. No organization can expect to foster a positive culture without healthy employees. Employees need to feel their best – physically, mentally and emotionally – in order to contribute to a positive culture. In many ways, employee wellness is a foundation for a positive corporate culture. Leaders should ensure that employees have the resources, tools and on-site healthcare opportunities they need to live their healthiest life – inside and outside of the office.

Grow off your current culture. Building a positive corporate culture doesn’t mean employers should completely scrap everything their company currently stands for. Rather than expecting employees to do a complete 180, employers should work on enhancing the current culture they have. Ask employees what they do and don’t like about their current culture and work environment. Leaders should use these suggestions to help create a positive corporate culture that’s appropriate for their workforce.

Provide meaning. Meaning and purpose are more important in the workplace now than ever. A majority of employees crave meaning and purpose in their work. Without it, job satisfaction takes a major hit. And a company certainly can’t build a culture without any meaning behind its work. Create a mission statement and core values and communicate these to employees. Give employees specific examples of how their roles positively impact the company and its clients.

Create goals. No organization can have corporate culture without clear goals in place. Employers should gather with their team to create goals and objectives that everyone can work towards. Creating a company goal brings employees together and gives everyone something specific to work towards – other than a paycheck.

Encourage positivity. In order to build a positive culture, employers need to start by encouraging positivity in the workplace. It’s essential to promote positivity on a daily basis. Employers should lead by example by expressing gratitude, smiling often and remaining optimistic during difficult situations. Employees are much more likely to engage in positive behavior when they see their employers doing so.

Foster social connections. Workplace relationships are an essential element to a positive company culture. When employees barely know their colleagues and rarely interact, there’s no possible way for a strong culture to grow. Leaders need to provide employees with opportunities for social interactions in the workplace. Consider weekly team meals, happy hour excursions or even a book club to get things started.

Listen. Being a good listener is one of the easiest ways employers can start to build a positive culture. According to research gathered by CultureIQ, 86% of employees at companies with strong cultures feel their senior leadership listens to employees, as compared to 70% of employees at companies without strong culture. Listen to employees, and make sure they feel their voices are heard and valued.

Empower “culture champions.” Similar to “wellness champions,” culture champions are employees who embody the values and missions of a company. They are excited to promote a company’s aspirations and encourage others to do the same. Identify these employees and encourage them to keep spreading the cheer.

One of the most important roles a leader has is creating a positive culture. Be sure to cultivate a positive culture that enhances the talent, diversity and happiness of your workforce. Building a unique, positive culture is one of the best – and simplest – ways to get your employees to invest their talent and future with your company.