Who doesn’t want to be the best in what they do? And when working as a group, you most probably want to bring out the best from your team members as well.
You want to achieve a goal and to reach that, you will be needing everyone’s input and cooperation.
How do you make a team work? How do you push the right buttons?
And if they are doing their day to day work just fine but not the best, a bit mediocre if you daresay – what should you do? How do you bring out the best of each member?
How do you motivate? There are several factors involved that you should be considering as a leader. If you want to optimize the team you have, you should examine first the way you deal with them.
How do you give encouragement? Do you give that in the first place? What are you expectations, do they know it? Do they know what they are responsible of? If so, how do you give them feedback on their tasks? Vague answers won’t do, so read on how to deal with these matters:
Encouragement – Give the people feedback about their performance. Give credit to where credit is due. Give them responsibilities and support them in their tasks.
People who get recognized with their performance are more likely to perform better as well. When there are some hiccups along the way, be there and support.
Encouraging them to do their tasks is a good way of knowing you support them. It motivates people to do better. If they see that they are not just one of the faces of the company and people notice what they do for the company – it matters to them.
They will understand that what they’re doing is important to the organization and this could fuel their intention do to better.
Managing Expectations – In any goals, there’s always an expectation. But what else is better than to expect a positive outcome? It is keeping in mind that what we are all doing is going to succeed.
The mindset is to be positive. Remember what they say about positive thinking, you are inspired to do your best when you think of a good outcome.
Accountability – When you set goals, you identify which strategies to achieve them and which persons are responsible for each task. Be clear whose responsibility it is. Give then clarity of the tasks that are assigned to them.
When the task of each person is established, accountability is set also. It is defined which is attributed for them. This will avoid pointing fingers and instead will promote accountability.
The more they understand their roles, the more they are engaged in achieving the goal.
Feedback – Of course this is important. It is important that the people get people on their job. It’s their way of knowing if they are doing well or not.
It’s easy to give good feedback, most especially if the employee is doing well and what he is doing is aligned with the company strategies. It’s also nice to know that someone sees what you’re working hard for.
However, what if an employee is losing track? What if things are not going the way it should be? Dealing with this situation can be pretty tricky actually. A wrong attempt can make an employee feel attacked and can make him feel discouraged discouraged.
Schedule a talk to the person or team involved – One of the worst things a leader can do is calling out the mistake of the individual/s in the presence of the other team members not involved. This would just embarrass the concerned and will just involve the other teams unnecessarily.
Make sure to address the concerned separately. State the issue with facts. Discuss what went wrong and why it doesn’t meet the performance index.
Do not make it into a blame game. Make sure that they understand that this is not a personal attack but a discussion regarding meeting current goals.
Involve the individual/s for the resolution – Now that the issue has been laid out, involve them in planning out the solution. Again, this is not to dwell on what has happened, but to get back on track.
Do not shoot out the suggestions immediately or stop when you hear something that sounds like a good solution. Keep the ideas pouring in, to give everyone a chance to participate in resolving the concern.
One you have the options in, work on discussing the best solutions to the issue. This way, you have made the concern into an opportunity for them to take on a new challenge.
Agree on working the solution and what is expected of them in this next challenge. Don’t forget to appreciate also their involvement in solving the problem.
To summarize – you have avoided a potential conflict and turned the situation into something positive.