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Building strong teams is always a fundamental part of a healthy work culture. But as more employees work from home, managing those teams has become more complex. Although employees often spend time in the office or don’t meet face-to-face, today’s managers must focus on communication, trust and transparency to get the job done.
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At the most basic level, it’s anything you do to build a strong team. The goal of these activities is to help connect your team to better achieve goals.
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For example, when you add a new team member, you can meet individually to talk about their role, expectations, and responsibilities. You can schedule a casual team meet-and-greet and invite them to the company’s monthly happy hour.
Healthy teams are the foundation of a successful business, and there are plenty of statistics to prove it.
According to Forbes, employees who feel like their voice is heard at work are nearly five times more likely to do their best. This leads to higher dividends for your business as engaged teams are 21 percent more profitable.
The happier they are at work, the better they will perform and stick to it. Highly satisfied employees who feel included and valued. In fact, another study showed that 96 percent of employees feel empathy is the most important factor in employee retention.
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Read on for five tips and strategies to help you successfully manage your team, whether you’re remote, on-site, or somewhere in between.
One of the quickest ways to destroy a team is micromanaging. Micromanaging makes employees feel defensive and that you don’t trust or value their experience.
Be goal oriented to avoid micromanaging, especially in a remote work environment. Does it matter if your employee arrives at 9:30 instead of 9:00 if they hit their goals, get to meetings on time, and perform well? Focusing on arbitrary measures of performance such as uptime and focusing more on results will help build a stronger team.
When your team members don’t have clear expectations, it’s difficult to achieve goals and it’s easy to engage in conflict. For optimal performance, your team members need to know what is expected of them, when and why.
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Finding balance in your team and ensuring that responsibilities are distributed evenly is vital to successful team management. If you don’t have clear expectations from the start, it can be very easy for a team member to take on too much work.
Strong teams are built on communication. Your level of communication may vary depending on your job, but many successful managers find that daily check-in calls are a helpful way to stay connected and on task.
Depending on the size of your team, relying on communication channels like Slack or a group text thread can help you stay in touch. This will not only improve your productivity, but also help with bonding, especially if you have a remote or hybrid team.
Leveraging technology to support your team is a great strategy and is becoming more popular as more people work from home.
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As a team manager, you need to make sure your employees have access to the technology they need to succeed. You can also rely on technology like video conferencing and webinars for team building exercises and training. If you have a remote team, technology can help you collaborate with tools like Google Docs and other cloud-based file sharing systems. Remember that using technology should streamline your work and reduce stress – not confusion!
According to Forbes, 89 percent of employees today expect help to balance their work and personal responsibilities.
As a manager, you need to be flexible and understand that your team is human. Being empathetic, working around people’s individual needs and taking time to enjoy their lives outside of work will help build a happy, strong and loyal team.
Fostering a respectful environment is one of the simplest ways to create a friendly workplace. Regardless of challenges or mistakes made by team members, you can build respect by treating everyone with dignity and showing them your appreciation.
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You should be honest with team members and treat them fairly. This means that you should be open and honest with them about your problems, while avoiding upsetting, discouraging or depressing them.
You need to establish a set of guidelines and norms that everyone must follow before the team starts working. And, through discussion and agreement, you can revise those rules as the group evolves.
Often, team members receive early responsibilities, but they should not control them. They should be given the opportunity to experiment with new ideas or make their own contribution.
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All of your team members should be aware of the daily goals they are working toward. Without clear, defined goals, your employees will miss or forget about deadlines and tasks.
In addition to the regular, day-to-day goals that your team should have, there should be a long-term goal that you all work toward. Invite your group to the discussion so that they can provide feedback or ideas on the matter.
When many people are working on the same project, it’s easy to lose track of duties and tasks. Good team management ensures that each team member has a job that matches their skills.
Encourage your team to welcome creative collaboration to achieve a solid balance. Leverage the diverse skill sets within the team by ensuring everyone is informed about ongoing tasks.
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Setting clear boundaries can help your team maintain a healthy work-life balance. Naturally, this can be challenging, especially in teams where members work flexibly and may want to start early or stay late.
Each member of a team has a unique personality. Some are better at motivating morale and troops. Some are good at maintaining order and coordination. While some people are good communicators, others are not.
Making the best use of everyone’s skills and talents is a great team management technique. As a leader, you must first admit that you are not fully aware of everyone’s knowledge base.
Teams work more cohesively in workplaces where accountability and transparency are valued. They encourage openness and cooperation, build leadership confidence, and facilitate faster problem solving.
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Employees fear miscommunication because it creates stress and confusion. Clear communication within the team about tasks, due dates and objectives ensures success.
Ask your teammates if you have any doubts or concerns. You should also be prepared to answer their questions regarding the project.
It’s a problem if team members feel like they can’t get a word in edgewise. It’s common to have more vocal team members, but they shouldn’t be the only ones offering ideas and setting the agenda.
Trust is an essential component of successful team management. Any relationship, be it personal or professional, requires trust.
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You need to find out the team member’s strengths and weaknesses through thorough trial and testing. You can also accomplish it by communicating effectively.
Allow your employees to do the tasks you hired them to do, and try new strategies even if they seem different at first.
Finding your team members’ strengths is a useful result of getting to know your team better, even if these qualities aren’t initially a part of your team member’s job.
Effective time management is an important component of every project. Project managers often feel like there isn’t enough time in the day. Stay away from time wasting activities.
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Diverse teams can be very effective in creativity, but only if team members know how to extract different points of view and discuss them in a positive way.
One of the most neglected team management techniques is building relationships with the people you supervise. People simply work harder and do better when they work for people they love.
A team management tool is a platform accessible to everyone in the team. Each team member is assigned a task, the progress of which is tracked and monitored. As a result, the team always knows the exact status of the project.
As a manager or leader, you should regularly talk about how well each person contributes to the team and maintain their engagement.
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Sincere compliments motivate and inspire your team members. Make honest criticism and constructive praise a part of your performance evaluations.
Resolution is an essential part of your career, as teams occasionally disagree on issues. There may be times when you need to intervene and help the people involved find a solution or come to a compromise.
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