A common complaint amongst employers that needs to stop is whining about the staff. We know, they can be disappointing and noncommittal. But if that’s the case, the fault almost always lies on you. From the choice of staff you make to the environment you create.
You are the one who shapes the employee’s’ relationship to their roles. If they’re doing well, it’s up to you as well as them to make that change. That means thinking of them not as your workers, but as your team. So we’re going to look at how to really create that team that every employer wants.
Help them grow
The first thing that you need to do is make sure they have what every aspiring professional needs from a job. Upward mobility. The ability to learn and grow from their experience, not just contribute to your success for monetary award. This means training them and coming up with a development plan.
Not just to carry out other processes. To use their head and understand business with organizational and management courses such as Six Sigma.
Provide them opportunities
Besides the training, you also need to give them the opportunities to step into roles they might see themselves fulfilling one day. We know it can be a scary consideration to hand the reins to someone who hasn’t been tested yet.
But you can identify those who would be suitable and delegate to them in a way that supports success, rather than flirting with failure. It’s also a necessary function for when you are no longer able to single-handedly deal with the responsibilities that grow as the business goes on.
Give them the right environment
We all know the kind of environment that seems like the most pessimistic, hopeless situation for employees. Rows upon rows of cubicles. This kind of closed design not only isolates them and minimizes communication.
It’s a clear divide of ‘us’ and ‘them’, in terms of management. It provides no hope for cooperation or progression through demonstrating merit. Make sure the environment you provide is nothing like that.
Give them tools to cooperate
Sometimes a big project comes in that needs all hands on deck. However, if people or divisions of the business haven’t worked together before, don’t expect them to start gelling as soon as you set them to. People are used to their own responsibilities, if you haven’t taught them to share, they won’t find it comfortable.
Make sure you improve employee cooperation with smaller tasks even when it’s not necessary for them to cooperate. By the time they really need to, they’ll be used to it. Plus they’ll feel like an actual team.
Get talking to them
Making a team isn’t a solitary affair, obviously. You need to get their take on things, too. Which means restructuring your team meetings to make them more engaging.
For example, stand up meetings have been shown to not only reduce redundant talking, but help people pay attention. Just remember to listen as carefully as you talk.
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