Team management skill is the ability of a leader to monitor and coordinate a group of individuals to perform a task and achieve a result.
A lot of you would-be entrepreneurs; you would be project managers, project leaders, department managers, divisional managers, or the directors of the organization.
Whether you are in a small startup or a big company, you will always want your organization to scale up. Performing in a team is the best way to achieve maximum results in a minimum time frame. And the most important role in making this possible is of team manager.
So, here are ways to manage performance and maximize results with your team. Make sure to follow them.
WHAT’S IN IT
- 1. Identify “Top Goals”
- 2. Manage the team to meet the goal of the organization
- 3. Create ‘Performance Metrics’
- 4. Identify ‘skill deficit.’
- 5. Opportunities for improvement
- 6. Ask Solution-oriented questions
- 7. Find game-changing ideas via employees
- 8. Give the Feedback in Future tense
- 9. Measure their performance
- 10. Trust-correction rule
- 11. Communicate with your team
- 12. Communicate outside your team
- 13. Manage time discipline
- 14.Update yourself
- 15. Organize the space
- 16. Industry skills
- 17. Confidence
- 18. Be Fair
- 19. Respect the team
- 20. Identify strengths
- 21.Team building activities
- 22. Guide by example
1. Identify “Top Goals”
Firstly, this is important because an organization running in different directions can never achieve excellence; and consequently, never manage performance and maximize results.
If you want to manage performance and maximize results, then you have to link every department of the company to the organizational goal.
2. Manage the team to meet the goal of the organization
This is about identifying the past reality and current reality, not about results expected. Identify the direction with the previous track and patterns in which your team is moving.
3. Create ‘Performance Metrics’
Create a clear performance metrics for every department. Work should be done in terms of quality, not in terms of quantity. But you have to help every department/employee to find out its metrics and convert them into measurable performance. This is important because unless you cannot measure, you cannot improve.
4. Identify ‘skill deficit.’
You have to identify the skill deficit of each team member. For this, you have to take individual meetings and determine what changes are required in their training.
5. Opportunities for improvement
You have to discover opportunities for their growth and discuss with them to create an individual professional development plan.
6. Ask Solution-oriented questions
Start asking solution-oriented questions. For example: How are you planning to contribute to the main organizational goals? This will inspire him to think about company improvement.
7. Find game-changing ideas via employees
Ask the employee to come up with a great idea for his department to achieve organizational goals. This is an Empowering activity to engage employees. This creates retention in an organization as people start felling involved. And involvement is directly proportionate to commitment. Hence commitment of employees increases. Committed employees are the real resource. Remember that Henry Ford used to say,” Take away my entire organization, take away my machinery, take away my whole plant but give my top people to me, I will come back in five years, and I will come back even better.
8. Give the Feedback in Future tense
Never repeatedly discuss the past mistakes of your team member. This will only spoil the present and future. Reduce your offerings of correction to your employees. Correct them in future tense and give them future action plans.
9. Measure their performance
You have to help employees to create their scoreboard and maintain it. And it should be visible to you also. This is a powerful tool that helps in knowing currently that I am winning or losing.
10. Trust-correction rule
Before telling any correction to the employee, the first talk about any specific good thing they have done in their past. Then talk little about correction. You have to invest trust in team members because to gain confidence, you have to extend trust. First, Extend trust, then offer correction and then again glorify him. This will give the member more enthusiasm.
11. Communicate with your team
Being a team manager, you have to handle many ones to one meeting, but they should be fruitful.
Keep brainstorming sessions with teams. Become an active listener during the meeting helps in avoiding mistakes and misunderstandings between the group.
12. Communicate outside your team
If your boss assigns you and your team a task, then don’t feel afraid to ask him multiple times what he exactly wants. Take full time to understand your boss. Before asking for advice from your boss, make sure that you have thought about that as far as you can.
Protect your team from unnecessary pressure, and negotiate for additional resources for them.
Manage your team how they communicate with other concerned groups.
13. Manage time discipline
You have to manage time discipline for yourself and your team. This is the most difficult part as sometimes it depends on external factors. But internally keep a check on employees for timing.
Don’t take direct action for not giving results on time; instead, the first talk in private and know for the real reason. Talk to him if it affects the work of any other coworker.
Do not rely on your current knowledge and technical skills. It is necessary to develop your professional skills and people skills. Keep reading self-improvement books such as “how to win friends and influence people.”
15. Organize the space
Always have a clean workspace with proper charts and boards. If you struggle in keeping these things, ask for help from your team. It will help in keeping the team on the same page.
16. Industry skills
Teams do not respect the manager, who does not have much technical knowledge. It is the same as having a captain of a ship who doesn’t know how to sail. This doesn’t mean that he should have top-notch knowledge, but; simply, he can make the goals meet within the timeline.
First of all, the leader should have the confidence of knowing himself the best. You should understand your strengths to use them better. To achieve this, get out of your comfort zone.
Attend a motivational seminar or movie with your team weekly or monthly.
18. Be Fair
Employees hate it most when a leader shows favoritism towards a particular person. This acts as a poison in the team. If you like some members, ten create professional boundaries.
19. Respect the team
Being a good leader doesn’t mean always getting yes answers from members. Ask others for their opinion and respect them even if you disagree.
20. Identify strengths
To begin with, first, identify the strength of each team member and make him responsible for that particular work. Then apply individuals’ strengths to achieve overall teams’ goals. Help them knowing each other’s straight and suggest them to take advantage of each other’s skills.
21.Team building activities
In brief, these are simple outdoor or indoor exercises performed by the entire team to build trust and understanding between them. Particularly, The human Knot is a team-building activity, and this game allows members to be comfortable with each other as it includes physical touch.
Also you can read our blog on How to Build Trust inside your Team
22. Guide by example
This is the most important role of a team manager. Instead of imposing rules and giving orders, the leader should inspire others by walking on the path himself.
In conclusion, Team management requires skills of teamwork, communication, appraisals, respect, confidence, and knowledge. To be a good leader or manager, one should master these skills.
A leader should be a democratic one and who consults all before making the final decision.
Also, We should let conflict come in the idea as it drives discussion.