It is surprising how many organisations fail to implement change and encourage self-development when it comes to management of their team. The old school top-down approach to managing staff is not only undermining but can result in members of your team feeling undervalued, demotivated and confused as to how their actions affect the overall success of the company. As Alastair McLellan, the editor of the Health Service Journal said in a recent article, ‘Just as outdated incentives need to be avoided to deliver success, so the capability of the future must be embraced.”
Here are 10 easy ways to quickly and effectively improve the way you manage your employees:
Communication with colleagues and clients must be strong and timely. With its absence, you are making room for problems, misunderstandings and even conflict, which can create a negative and resentful atmosphere in the work environment. More importantly, miscommunication with clients can be highly problematic and may result in you losing valuable contacts and customers.
Hiring the right people for the job is a major part of creating a motivated team. If you bring a negative or problematic person into a group, this can have a bad effect on the performance of the whole group. Recruitment should never be rushed to simply fill a role, it is important to take the time to select the right person for the job who will bring something to the existing team. Potential employees should be properly screened and interviewed to ensure that they are suitable for the position and determine whether each side can benefit the other.You might also have existing employees doing the same role you are recruiting for. Look to see who the top performers are in that role and why they are so good. Learn from them to inform your recruitment profile.
Personal development is crucial for input and interest, therefore, it is important that you facilitate this for your employees. Many staff see the quality of this investment in them as a key reason to join – or stay – in an organisation. According to the HSJ magazine, “employee absence, sickness and disengagement costs the NHS £5.7bn a year” and there is likely a similarly high number across other sectors – which is more of a reason to engage employees wherever you can and in a way they are comfortable with.
Team building is also important in encouraging your team to work to their full potential. Team building activities will encourage problem-solving tasks, skills which can be transferred back over to the working environment, bringing your team more closely together on a social level as well. Work hard and play hard as a team will drive success.
Everyone needs to know that what they are doing is acknowledged and more importantly valued. Research shows that often all it takes for employees to work harder is a little appreciation and input, which can go a long way. Feedback is a crucial aspect of employee development and ties in with their personal development. Too often, employees are left to their own devices and then blamed when something goes wrong. Or, worse still, work all year only to be tools at the annual appraisal. This is unproductive for both the member of staff and the organisation. Constructive and regular feedback provides an opportunity for more experienced members of the team to offer advice and guidance to enable employees to work on their own performance in a transparent and supported way.
- Company Culture
The workplace is essential to employee motivation and happiness. A bright, airy and fun office helps to nurture creativity. Employees spend a large amount of their working life in an office or place of work and so it is essential to keep a positive company culture for the wellbeing of both individuals and the organisation. People need to enjoy not only what they are doing but where they are working.
- Company Values
Company values are what define and hold an organisation up, the foundation of its drive and success. Without these, your company does not have a solid foundation for its goals, which can be fatal for its success if there are no standards set. The question is, does your team truly understand your company values and how they should be demonstrated day-to-day in their role? All too often, companies have a set of values that the senior members of the team understand fully but the lower level employees do not. If everyone knows exactly what a company values, and how they demonstrate them effectively, they can work towards a shared set of values which can be rewarded and praised.
- Go Digital
Its 2016. Ditch the paper and go digital! Many companies are currently taking steps to become more environmentally friendly. Gone are the days when paperwork was the pinnacle of appraisals, records and general daily activities. Paperwork clogs up the office and more often than not ends up resting in a filing cabinet never to be looked at again. Digital software is the way forward and your staff are already trained in how to use it through their personal “out-of-work” involvement with the digital world. It helps save time, money and can be easily accessed at the touch of a button. Not only will you be saving the planet but you will be reminded by automated digital alerts to finish work that has been started, so there are no more excuses.
Each individual should know the company’s mission, as well as clients, so your company’s mission should be somewhere for everyone to see anytime, anywhere (website, brochure, etc.) A mission statement is essentially a company slogan and will grab the attention of those who come into contact with it. It should also be reinforced into the mind’s of all employees so that they are reminded of the company’s main goal. Having a shared goal that everyone in the team understands helps build team moral and delivers success.
How well do leaders truly manage, or dare we say lead, their team? An unproductive and ineffective workplace often has an issue with management. Managers should take up the responsibility of managing the team, including development and teamwork. If this role is ignored, it is highly unlikely that anyone else will boost the team’s motivation and encourage the team to work towards one cause. A good manager understands the individual talent within a team and uses it to their advantage. If you never get to know what makes your team tick, you might never know who might be a secret tech fanatic. Being in the loop is important as the saying goes, ‘knowledge is power!’ Finally, a great manager is the mid-wife of performance. Sounds simple, but managers fall into the trap of doing the role for staff. Not productive or sustainable.
- Organisational Change
For significant change to take place, bold and confident moves are necessary and this means building the trust of your workforce in order for them to also see your vision or, at least, appreciate its intent. Change is often hard to drive, particularly when it is a significant transformation, however, clear and wise decisions can help move this process along or bring your company out from a rut. Even better, if decisions are made with staff, rather than for staff, then the engagement has begin and the first step to leaders building a high performing organisation has been take.. Getting to know the people who make your organisation tick over is one of the most underrated factors for going from a pressured, stressful and failing team to a forward-thinking, optimistic and success drive workforce. Build an engagement approach and watch your organisation flourish.
Why use Organisation Development Technology to solve these problems?
HR/OD software is designed as a tool to solve all of the above problems and more, bridging the gap between leader to employee and employee to a client in a strongly forged tool of excellent communication, understanding and transparency. Employees will have more control and interaction and leaders will have more input into the development and progress as everything will be available to everyone digitally, at any time or place. Many different sectors are in need of a revolution and gone are the days of traditional management practice. Technology is moving the way forward in HR and organisational development software is a key vehicle in driving it.