Developing a great team is one of your most important jobs as a manager. How do you think you measure up? Answer the following questions to find out!
- What does greatness mean to you?
The minimum requirement for building a great team is that you have the right people with the right skills to complete the work at hand.
Inspire greatness in your team by providing them with your definition of greatness. As you identify and reward each person for their contributions, you’ll also reveal the areas that need a little polish.
And as your employees recognize the need to step up in those areas and work to earn your acknowledgement, they’ll feel the pride in accomplishing what they didn’t know they were capable of: greatness.
- What is your team working toward?
It can be challenging to maintain the energy and enthusiasm to meet your objectives when you have a variety of personalities who are all motivated in different ways.
So how do you find a solution that effectively engages everyone and inspires them to work toward your common goal? What rewards can you offer that will keep them going?
Pay attention to your team’s differences and be ready to appreciate them in ways that will motivate them most. Does Andy love a good pat on the back and verbal appreciation? Does Jackie love chocolate? Does Jennifer enjoy coffee? Does Brandon especially love casual days?
These low-cost rewards can serve as immediate recognition for work well done. And each one is a nudge in the right direction and an inspiration to earn more. On their own, they carry little more than sentimental value, but added up they become more meaningful.
Plus, it’ll mean a lot that you made an effort to reach everyone on your team despite their different motivators.
- Does your team know what will make them successful?
If your team isn’t receiving clear direction from you—and positive reinforcement when they respond correctly to that direction—then you might be missing an opportunity to influence their growth.
Frequent expressions of appreciation and recognition not only build a culture of positivity, fulfillment, and self-esteem, they also contribute to your bottom line.
Sound like something you want?
We thought so! Next, think about what’s actually important to you and your business:
- Putting in extra hours when needed?
- Staying on top of deadlines?
- Exceeding expected quotas?
- Championing workplace safety?
- Thinking in new and innovative ways?
Those are the things you can recognize. But first, you’ll need to equip yourself with tools that allow you to consistently and informally communicate your satisfaction when you see those behaviors in action—on the spot, not days or weeks later.
- Do your team members feel like they’re cared for and cared about?
As a leader, you can create a friendly culture by treating your team like family. Families celebrate together, give thanks together, play together, and laugh together. And sometimes, they even struggle together. But good times or tough, it’s their togetherness that makes them stronger.
Co-workers have a way of taking care of each other and celebrating “life” events with each other . . . but think about how great it would be if their boss celebrated those personal milestones too!
By heading up some of the celebrations in your office (birthdays, life events, professional achievements, appreciation moments, and just because moments), you’ll make a simple yet meaningful effort that can change an employee’s view of the company and you as a manager.
Simply put, there is a tremendous power in unity. Take the time to get to know your team and what makes them tick. If you answer these questions honestly and implement the suggestions into your work day, you’ll see fantastic results!
Don’t forget to share with us your teamwork victories and hang-ups in the comments below. We’d love to hear from you!