The main advantage of every entrepreneur, manager or leader can be effective, it represents the achievement of team cohesion. Although considered one of the most difficult challenges that managers perceived the face but also the largest untapped potential to reduce operating costs, higher profit margins and happier employees, who were all in happier customers and more time for you to spend with friends and loved ones.
Following these ten simple hoursSteps will help you put together your team for the mission and vision as a manager and leader to achieve.
1. Understand that the foundation of a great team is trust. A team can never support their leader, if they did not trust him or her, and I'm not sure that their government is ready to anything that could do to ask one of their team members. During my years of experience as a manager, I found one of the most effective measuresis strengthened, and some of the dirty work that nobody wants to do. So, you get instant respect, and others will want to dive into the water and demonstrate that they are willing to do the same. The others do not know yet, and this is the first step to identify who your real apples.
2. Keep pre-and post-shift meetings. This is a powerful exercise that leads to your team before, during and after the proposed changes. Keep a small notebook in my backBag and take notes on the performance of employees during their turn. Note: the positive and negative. Keep daily pre-and post-shift meetings, where you can discuss these issues with participants. What will his team on the same page, and provides a forum for the exchange of verbal experiences, solve problems and to let their frustrations, which have to do all human beings. He is willing to listen and help solve their problems at work, and will reward you withgreater commitment and pride in their work.
3. Be consistent in your message. Nothing is more annoying for a team like a confused message to their leadership. Devote the time standards for members of your team will be exactly that. Not intended to make robots from them, but you want to make sure they know exactly how you want to do things. If you give them the opportunity, are frustrated to no end of confusion. Give them a clear direction,and be consistent.
4. Praising the public. People do things the right way to earn praise. Make your pre-and post-shift meetings. People call by name, expressing gratitude for their having to pay attention and things done, when you asked. For those who debate their poor performance in private. NEVER humiliate your team members, and never punish them in front of their peers.
5. Take Control. This is yourTeam, your city and your needs. You have to establish control. Your team needs to understand that one of the leaders are and what you say is the last word. Do not argue with staff before the team. If they persist, they should leave the room and you are ready for dialogue with them later. This does not mean you should be willing to listen to good reason, and give others the opportunity to be heard, but when it comes to makingmust respect the call and your team, dass If a team member does not comply, you should seriously reconsider, replace, like everything they do is rip your efforts and the creation of a consistent hostility towards you behind your back .
6. Keep track of performance. Identify an area where fighting seems to have all team members to succeed to the desired level, and then find a way to monitor and reward top performers. If the delay is a recurring theme, create aChart that shows each performance at work on a temporary basis. Issued in an area to see for all staff. Soon you will find that most members of a dedicated team of his administration will do for you, if they do, they came to their employees to account. The competition is an incredible motivation.
7. Awards team. When you see examples of great teamwork in action, reward. Ad, for example, in one of your front --or post-shift meetings in public and offering a reward for those who deserve it. This could see a coupon for a restaurant, movie tickets, etc. If others can do the same thing, which most likely will be. It 'important to identify the exact behavior is a direct result of the end of this behavior, if in this way, which leads me to my next point.
8. Identify specific behaviors. Too often I hear managers say things like, "You're so lazy. You have to bridge the gapand do more to help the team. "This is one of the most devastating, deconstructive approaches could be taken against a team. If you say something like this, you will immediately dismiss anything and everything that the employees have contributed to the present. If you are a worker who is too lazy to determine what it is that they are wrong, and exactly what should be done to remedy the situation. When I gossip, while the other team membersalways done its work, pull aside and say their particular "(Name), I find it frustrating and unfair to the team that I can see if you are standing in a corner, socialize with other team members when Its tasks should always be taken care. Not only that, its not always work, but they are also annoying, and always keep them from doing their job. When you've done with the present task is to find something more productivedo. If you need some advice, I would be happy to come with a little 'for you. "This will usually get their attention and they find, rather than to their own tasks, you have to micro-manage the entire layer. I usually only once or twice before to take more serious.
9. Perform impact your team for your clients and other people. We are all human and want to feel important. If someone is of value to your business at homea point of introducing your stars that shine. It is better to let employees know how they are assessed, and that you trust them personally with your most valuable assets - your customers.
10. Stay true to your word. If you expect others to their work and keep their promises to you, it is your responsibility to lead by example and do the same. Do not do something that can not meet, how to define basic standards for the rest of your teamoperate.
That's it. Follow these easy to understand, difficult to measure for the implementation, and be well on your way to developing a successful team, which can be for many years. Never forget that employees are real people with real problems and real problems. It 'easy to the page when you lose the business of managing or perform a task, but you will also have their own problems a day, and there's nothing like a fixedTeam that respects and cares about you behind you, around you and pick you up when you need it most. And they will.
@ Copyright 2009 Cecret Cervix Consulting LLC
