✎ Lead.
To improve team management, we must grasp these 8 points!
After becoming a leader, I gradually realized:
Team management isn't as simple as assigning tasks and monitoring progress.
It's more important to understand the personalities, motivations, and behavior patterns of your team's subordinates.
This leads them to reach their highest potential.
Today, we have summarized 8 ways to improve team management, which are both down-to-earth and practical.
01
Let those who create problems, give way
In the team, there is always a part of the team that likes to create problems.
They may have done it unintentionally, or they could have done it on purpose.
Either way, this kind of subordinate is a big disruptive to the harmony and efficiency of the team.
When it comes to tasks, they often come up with unrealistic ideas.
Or make frequent mistakes at work, resulting in a lot of waste of team resources.
As a leader, you must not tolerate such people staying in key positions.
Their existence is like a ticking time bomb.
It can detonate the team's dissatisfaction at any time and cause morale to plummet.
So, my suggestion is: let these kinds of people "give way".
But this is not punishment, nor is it marginalization.
Rather, it is a necessary personnel adjustment for the overall benefit of the team and a more efficient operation.
You may want to consider moving them out of their current role or assigning them some less important tasks.
Of course, before making this decision, be sure to communicate openly with them first.
Tell them the real reason behind your decision and give them a chance to improve.
But at the same time, it is necessary to speak ugly things to the front, if they are unable to change their behavior.
Then for the sake of the overall benefit of the team, you can only choose to let them go from key positions.
Remember, as a leader, it's your job to protect the team and make sure it performs efficiently and harmoniously.
Sometimes, it's necessary to make some tough decisions.
Don't let the problem makers drag down your team!
02
Let the person who finds the problem follow up
Some employees have an extremely keen eye for problems and can always find potential deficiencies at the first time.
Not only do they have extraordinary insight, but they also have a keen sense of intuition.
They often smell the signs of problems before they occur, giving the team time to respond.
As a leader, it's important that you pay attention to the opinions and suggestions of these employees.
They can help us identify hidden dangers in time to avoid further problems and more losses.
In the assignment of tasks, don't treat them as ordinary employees.
Their practical value is far greater than you think.
In daily work, this kind of employee is also a small Zhuge of the team, and is especially suitable for the role of "supervision".
Let them be responsible for monitoring the team's overall process and progress to ensure that everything is under control.
In this way, if there is any trouble, they can detect and report it as soon as possible, so that we have enough time to deal with it.
At the same time, don't forget to give them the power and resources to better fulfill their follow-up responsibilities.
In this way, they will be able to give it a go.
For example, you can give some additional training opportunities to improve their professional skills.
Or give some special rewards so that they feel that their efforts are recognized by the leadership.
Believe me, with this arrangement, the efficiency and quality of the team will be significantly improved.
03
Let those who ignore the problem be vigilant
In terms of work handling, there are always some people who are half-hearted and accustomed to being sloppy, as long as they can deal with the delivery task, everything will be fine.
They may be lazy and evasive from responsibility.
Or they lack a sense of crisis and turn a blind eye to the problems that arise in the team.
The existence of such employees is simply the invisible killer of the team.
They allow problems to be swept under the rug, procrastinated, and ultimately affect the overall performance of the team.
As a leader, you have to wake them up!
When assigning tasks, you have to explicitly tell them:
The team's problem is not someone else's problem, it's everyone's problem!
Everyone has the responsibility and obligation to bear the overall performance of the team, pay attention to the development of the team, and find and solve problems in a timely manner.
This is not a lofty idea, but a real foundation for survival.
You can do this through regular performance reviews, team meetings, or one-on-one meetings.
Clearly point out to them the problem and ask them to actively solve it.
Don't let them feel like they can run away or be perfunctory.
At the same time, it is also necessary to set clear responsibility goals.
Let them know that they have a role to play and that they can no longer escape the problem.
In this way, they will truly realize their role and importance.
Of course, while alerting such employees, you also need to give the necessary support and help.
Don't let them feel like you're "fixing" them, but let them feel like you're helping them grow and improve.
In this way, everyone is able to go one step further in fulfilling their responsibilities.
The overall awareness and sense of responsibility of the team will be greatly improved.
04
Let the people who optimize the problem lead
In the team, some employees are very good at innovation, which is simply the nemesis of the problem!
When tasks get stuck, they are able to exert strong innovative thinking and leadership skills.
Bring new ideas and directions to the team, so that the team can find a breakthrough in the predicament.
Not only can they quickly identify problems, but they can also conduct in-depth analysis and thinking about them, and put forward amazing optimization suggestions.
For such subordinates, be sure to give full affirmation and encouragement!
Because they are able to bring new energy and motivation to the team, and keep the team moving forward.
Therefore, I suggest that managers must let them take on the role of leadership, responsible for leading the team to change plans and innovate ideas.
Give them the support and resources they need to thrive as a team.
At the same time, encourage them to share their experience and knowledge in the team, so that more people can be inspired.
You can't go wrong with this arrangement, and the whole team will become smarter and more energetic!
05
Let the problem-solver be elevated
The person who can solve the problem is the real "firefighter"!
When they encounter problems, they can respond quickly and take effective measures to solve them one by one.
This kind of subordinate is simply the team's "Dinghaishen Needle"!
They not only have solid professional skills, but also have a wealth of practical experience and adaptability.
With their presence, ensure that the team successfully completes the mission objectives and gets beautiful results.
Leaders will be more reassured, reassuring and comfortable.
For such subordinates, managers must be used as talents and give a full sense of value recognition!
Therefore, it is advisable to provide a clear promotion mechanism for such subordinates.
Give them the opportunity to take on more important positions and roles and work on more complex projects.
In this way, they can better use their talents and potential to create greater value for the team.
At the same time, it is also necessary to provide them with more offline training opportunities.
They can continuously improve their abilities and standards, and pave the way for the future management team.
06
Let the person who shares the problem express it
There is also a type of person in the team who is very valuable, and that is the person who is willing to share problems and dare to speak the truth.
They can not only find problems themselves, but also are willing to take out the problems and discuss them with everyone and find ways to solve them together.
This kind of subordinate is simply a communication expert!
They have good communication skills and teamwork spirit, and can create an open and honest conversation atmosphere for the team.
This kind of atmosphere is a catalyst for team development!
For this kind of employees, managers should fully encourage and support!
Let them be able to share problems without hesitation.
Therefore, it is recommended to provide them with a platform or opportunity to fully express their views and ideas.
For example, regular team sharing meetings, problem discussions, etc., are all good options.
At the same time, it is also necessary to guide other team members to actively participate in discussions and sharing, so as to form a good team interaction mechanism.
This way, the whole team becomes more active and creative!
07
Let the person who procrastinates the problem, leave
There are always people on the team who are used to procrastinating on issues.
When they encounter problems, they always hesitate and procrastinate, resulting in problems that cannot be solved in time.
Such people often lack a certain degree of decisiveness and execution.
I am not serious enough about my work and responsibilities.
With their presence, it seriously affects the overall efficiency and progress of the team, and may even lead to the failure of the project.
At work, you'll want to communicate with them regularly and make it clear to them that:
The team wants people who have the ability to execute, can solve problems, and have the courage to take responsibility!
If they can't change their behavior and attitude, then resolutely clear it out and never be merciful!
After all, a team that drags and drops can't go far!
In this way, the team can be more efficient and more effective!
08
Let those who complain about the problem, get off the horse
The last type that requires special attention is those who complain all the time.
When they encounter problems, they don't actively solve them.
Rather, they whined and complained, as if the whole world owed them.
For such people, managers can quickly cut through the mess and decisively let them "dismount"!
Because of their negativity, the team will become more and more negative and less effective.
Therefore, it is advisable for managers to have an in-depth conversation if they find that they are in a bad state of mind.
Understand the reasons for their complaints and grievances, and try to give positive guidance and help.
But if they still can't change, then resolutely let them leave important positions or roles.
Make sure the team is able to maintain a positive, uplifting atmosphere.
Letting the complainers "get off the horse" is also installing a purifier for the team.
Empower your team to stay fresh and positive!
✎ Write at the end
Team management is not an easy task, it tests the wisdom and determination of the leader.
Remember, a great team doesn't come naturally, it needs to be constantly optimized and intentionally adjusted.
For the different roles in the team, managers need to have clear judgment and decisive action.
As a leader, every decision you make is about the future of your team.
Therefore, please be as sharp as a knife and precise as an arrow to create an efficient, harmonious and positive team.
Because, in this competitive era, only a good enough team can create extraordinary performance.
What do you think?