Once you reach the point in your career where you’re managing a team, you can expect to meet obstacles now and again. Since teams are made up of people, you have to learn how to balance personalities and temperaments while keeping motivation high. When your team’s output starts to decline, don’t rush to conclusions. Take a systematic approach with these five strategies that can help you tighten up your team’s performance.
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1. Hold a Security Training and System Audit
Holding security training and a system audit is an effective way to reconnect with your team and remind them of how crucial their work is. This step is especially important if you manage a large team or if you need to onboard a number of new employees. Completing a thorough user access review is a good way to ensure that only the right people have access to critical information.
Additionally, if your company is in the process of transitioning from one system to another, take the time to walk your team through all of the changes. Highlight any new security protocols and make sure every person has access to the portals and data they need to do their work.
2. Clarify Responsibilities and Roles
As your team responds to changes in the larger business environment, you may need to clarify everyone’s respective responsibilities and roles over time. Even if you started off with a very straightforward division of labor, it’s important to revisit what your team is actually working on as new projects come in and new hires come on board.
As the manager, you are in charge of pulling back and seeing the workflow from a wider perspective. Check in with each member of your team to see if they have a clear idea of their main responsibilities and day-to-day tasks. If you work in a start-up environment, you don’t want your employees feeling lost at sea as they take on a variety of different roles. Even if it’s necessary, spend some time with your people to understand how they use their time every day.
3. Adjust Pay and Incentives
Whenever possible, you should pay your team members what they’re worth and make sure that your organization’s incentives are attractive and competitive. Though it may be difficult to come to terms with, employee dissatisfaction often stems from low pay and a lack of benefits.
If you’re not in a position to make substantial changes, you can still be a strong advocate for your team. Demonstrate that you have heard their concerns and are taking action to bring things up with the people who have the power.
4. Create an Effective Structure
One of the top skills of a standout manager is that you can identify which members of your team can handle more responsibility, and you can effectively delegate within the structure you’ve created. Structure is a critical element when it comes to team unity and morale. From organizing smaller groups within your larger team to promoting the right people at the right time, these decisions can improve your team’s motivation by providing a sense of support and stability at work.
5. Embrace Flexible Scheduling
When you’re working with a remote team dispersed across various cities, embracing a flexible scheduling system can help you ensure that your employees are putting in their best work during the hours they work best. The traditional schedule of spending 9-to-5 in the office has largely become obsolete and for good reason. Enforcing a singular schedule for every team in an organization inevitably means that some people are more productive during work hours than others.
Fortunately, approaches to employee scheduling have progressed. If you’re ready to embrace the modern workplace, let your team know that a certain amount of flexibility is not only possible but desirable. This will allow your team the freedom to organize their time, and they’ll address work tasks with better motivation and energy.
While you’re worrying about your team’s performance, don’t forget that your own health and wellbeing matter too. Taking care of yourself will pay off for both you and your team.