10 ways to improve the performance of the game and succeed in your personal time

Are you having trouble getting your team to meet your company's goals? Is your team energy, creativity, and motivation? Are you stressed, overwhelmed and do you need to spend a long time just to keep the ward together? It doesn't have to be that you can control the situation. You can get your team to work effectively towards a common goal and you can restore your personal time. Working is important and you want to exceed business expectations, but managing your time to pursue personal interests is just as important. You want to be there to see the kids grow up and have time for the important thing else (yes darling I mean you and not golf) … but you also want time to shave some strokes of that disability as well. What your interests are, you need to find balance. Work on implementing these 10 steps and you will improve the performance of your teams and get your personal time back.

1) Add to the atmosphere

As a leader you have, it has a great impact on the ethics of the team. You set an example for your team. Not just what you say and do, but also what you allow. Make it clear to all the team members that in the workplace everyone needs to be treated with dignity and respect without exception. You need to be aware of how team members interact with others. Tones and body language often say more than words have said. It's common to get 3 or 4 team members to create a negative atmosphere for the entire group. They also tend to be the same team members involved in the majority of conflict. Don't allow it to happen. Often these members are unaware of their impact, and a quick discussion will resolve the issue. If that happens, it will not be successful.

Join your team for lunch as much as possible. It opens up the communication when the team members get to know you better and see your personal side. Your title as a single administrator is enough to scare any of your team. Spending time with them will help to put them at ease and to feel better by preventing work problems.

Give praise and positive feedback often. Make it part of each day to recognize what your team is doing right and be special with praise. As a manager, it is easy to get cooking in what needs to be decided, but if we talk only about problems it is not a very powerful environment.

Moral problems and conflict with teammates are infertile and can waste a lot of time. As a leader, you have direct control of morality. Take responsibility and prioritize.

2) Open communication

Improving communication with your team is the key to getting time back. Always have an open door tool. Make sure your team knows they can come and talk to you when they worry. Quickly respond to these concerns and return to your teammate with the action you have taken. When you do this, you will create an atmosphere where team members seem valued and, as it forces you through your team, you will find that you are more likely to be aware of the small problems and can take action before they become big problems. You'll also see a team starting to draw your attention to ideas and ideas on how to improve the workplace.

Following your efforts to create an atmosphere where someone can come and talk to you will always be team members who just don't feel good about talking to the boss. These team members can still be good ideas or can lead to concerns you are not aware of. Set up a system to get your group information anonymously. A simple way to do this is with a workout called 5-15. Give the team 15 minutes to write 5 things they want about the business or job and 5 things they think they need to improve. They do not need to put their names in the list. This can be done in a group, but don't let them discuss their individual answers so you get everyone's input and not just the few who may be more vocal. In just 15 minutes you can get good suggestions to improve your workplace and find out again the little problems in time to fix them before they are big. A summary list of needs to be improved and a plan to correct them. Hold a meeting with your group to let them know what actions you must take for the 5-15 exercise.

If team members think they can't worry about management because they don't want to deal with you, then we will have moral problems. When a team member cannot worry about the management, they will discuss it with other team members. This creates a negative atmosphere and turnover. If you want to save yourself some time improving communication.

3) Who works for whom?

Often managers are frustrated because they see their team as not listening or following. Team members look as if they are not putting much effort into their job and they continue to do the wrong thing. Frightened managers say "this group just doesn't listen or seems to be the same." There is a likelihood that your team will not work at a high level. Your team can't win you until you work for them. How do I work for them I thought they were invited to work for me? As a manager, you need to emphasize the importance of proper training. You need to build a solid foundation for new recruitment or they will never meet your expectations. As a leader, it is your job to give them every opportunity to succeed.

Install a system to ensure that training is completed correctly and in a timely manner. Often we have to come up with fire days, but you need to keep up with the new labor market. Consider having a "buddy system" and pairing a new lease with a team member who has a positive attitude and high-level performances.

Get clear expectations early. It is much easier to properly train from the beginning but it is reversing poor performance. Whether you are directly responsible for the training or not, make sure you register regularly.

When you move a new team member into a positive atmosphere, give them clear expectations and train them properly and reduce turnover and improve productivity. Increased time to get your teammate to a good start will save you time in the long run. More time means more golf and it's good.

4) Attitude is everything!

We all know as a manager we need to lead by example and come to work with a positive attitude every day. What we fail to do is expect the same positive attitude from everyone in our team. Whether it's a manager or a temporary team member, the expectation is the same. This is part of creating a great work environment. We have all experienced this member who complains about everything and will never be happy. They are a drain on moral and usual sources of conflict. You might think "he does another good job." It's just what he is. "But it's not fair for the rest of your team. They deserve to be in a positive environment. You need to let any negative team members know how to influence the team and what your expectations are to deal with it as a performance problem. It is easy to view the results of their work and say they are great employees but if they cannot interact with your team in a positive way, you will constantly have to resolve conflict.

When interviewing one of your main goals is to try Identify whether this person has a positive attitude and talent required, which can be difficult as most candidates get an interview and are in the best of their behavior but do not generally respond when interviewed. Appropriate to be determined.

Because applicants practiced practice You may want to add some questions to your phone interview, but applicants are not like red preliminary to answer your questions and you might get more accurate answers. Always check job references for applicants. The past often predicts the future.

Remember, having a positive attitude is needed for all members of the team. You have to have a fun and powerful team and much more time for you.

5) Who knows more?

Often, as managers, we think we need to be the source of all ideas. The truth is, we just need to get the best ideas done and if you don't listen to your suggestions and your ideas that you don't use the best. You probably have people working in a particular field of business every day. They are the experts of that part of the company. This goes back to open communication. You need to encourage your team to constantly think about how to improve their business share and share it with management. When you begin to respond to some of its proposals, you will see the momentum of building.

Sometimes we let ourselves get in the way but if you can create a culture where the best idea works and not just the team leaders will be more involved. If you continue to tell them what to do and do not ask for your ideas, you will lose your greatest resources and thoughts and ideas in the workplace.

Make sure you give credit to anyone who came up with the best idea. Don't try to pretend your manager or anyone else is your idea. Know these people at meetings and encourage the whole group to start thinking about how to be more profitable, provide better service, be more efficient, or improve the work environment. You'll be happy with the results.

6) You need successors

If you want to save your time, help you build your business in the future and impress management you need. What is a successor? They are the people you and your executives know as an opportunity to take place in the business, but to succeed, it goes far beyond just identifying them. As a manager, one of your most important tasks is to be able to increase your people. You will stand out from other managers when you are able to provide qualified people with vacancies within the company.

To be truly successful, you will be able to give your astronomers away without adversely affecting your ward. Many executives hate giving their top teams away, but if you've been a pro and have someone ready to step in and fill your shoes, it can be one of the most rewarding aspects of the job. The only good way to lose a teammate is to study and when you play even a small part in helping them achieve their goal, it should be smiling in the face.

How do I get these successors ready for the next step? If the organization has not already done so, you need to develop a list of core competencies needed for each position, such as addressing direct reports, planning, organizational skills, team building, and so on.

When you have a list of core competencies you need to speak to the prospective successor and find out their career and discuss the core competencies that this individual needs to develop. Then you can create a development plan that shows what performance looks like (ie, the skills are fully developed), give them action or different responsibilities to help them get there and lead to a clear assessment of progress. The CEO then has to monitor and regularly monitor the times to keep them properly with their development, but if they are real successors, most of their development plans will be self-propelled.

If you are working in a growing organization that has successors is priceless. You help the business grow and your ward will not lose beat. You never have to fill in other positions because you are pre-able and save time. Growing successors are rewarding, great for ethics, helping to build business in the future and will get you recognized by your boss. It must be.

7) Ambassador

When you really change your mind, it will take you time to focus on large illustrations of your work and be more effective. It can even allow you enough time to get extra rounds of golf each week. Many executives hang out on many tasks because they are easy and they feel comfortable doing them, or they think they can do better than anyone else. You need to look at what you do each day and ask yourself is this project something that I personally need to do? Is this project adding value or could I benefit from the organization better by focusing on attention elsewhere?

It's easy to talk about today, but your job as a manager is to focus on the big picture and make your business profitable. Sometimes, you may be able to take additional time in the beginning if you need to train someone but once you have the training, you may never have to complete this task again. Think about the time you will save. Usually, the person you are hiding to celebrate is learning a new responsibility. Choose some of your successors to hide. It will also help with their development. When people stop learning and growing, they look for other jobs where they can grow. Delegating new guarantees for the right people will keep them learning and saving your time.

8) Planning

Although you have been releasing yourself on some time-consuming daily obligations by handing you over, you still feel like running from one fire to the next to keep the league going. Now that you have some extra time, you can even solve many of these daily disturbances that take you away from the big picture. You need to drill down and find the root cause of these fires that keep popping up. You can find most of them can be avoided if you dig deep enough and develop long-term solutions rather than just throwing water into it today.

When you can stop working on problems today, you can start working in the future. Looking into the future, you can lead business instead of business that pulls you all the way. To be an effective manager, you need to be aware of your future business development, budgets, sales goals, and plans right now to be ready to meet those organizational goals. Most companies have seasonal development and the time of year is much more profitable. Set plans to maximize these peaks in business. This is where most of your opportunity is.

When you take the time to plan effectively and work in the future, you will save yourself, have less stress and maximize your business opportunities.

9) Keeping them Responsible

Accountants can be the hardest part of a job, but it is absolutely necessary. Many executives allow poor performers to move on because they are unpleasant collaborators, but if you allow poor performance to move intact, you can soon end up with an entire team of poor performers. Other members recognize when people are not gaining weight and maybe not everything but some will say "if he doesn't have to do anything why should I?"

The key is to keep track of individual issues and address them immediately. First, decide that it is the performance of the team leader and not the difficulty of training properly or lacking in direction. Once you have decided that the performance factor is the guarantor of the device, you need to deal with it. Always remember to discuss a particular performance and never attack the character. It is recommended that one of the administrators be witnessed when correction actions are given and that always take notes.

It is important to be fair and in line with your expectations of all the team members, but at the same time you may need to change your approach with adjustments to suit the individual. Everyone has different personalities. Some people get very emotional in thinking about doing something wrong and others can be smoking. Use your knowledge of your team to anticipate the various challenges you might face with these individuals before making any improvements. You want to organize the conversation with the result in mind that they understand the issue and are ready to correct it. Then develop the best approach based on the personality of the individual. This is not favoritism. It's knowing your people and taking the right path to achieving the desired results. Any time you still have the same performance expectations but a diverse approach may be necessary to achieve that goal.

Often, only a few members will reduce the performance of all items and waste a lot of time. Take immediate performance issues to save time in the long run.

10) Have fun

You want people to use their work by providing challenging work in a good atmosphere, but most people spend more of their hours in the office than they do at home so you also need to encourage your team to have fun. Try planning 1 hour a month for fun activity for the entire team if possible. Have managers participate. It's a great way for the team to get to know you in a more relaxed atmosphere. This doesn't have to be an extra job for you. You can have a fun-named program every event and even use a successor to plan and organize it to help them develop.

Everyone works when you enjoy the atmosphere at work. As a manager, you need to have the fun of it. You see better productivity, lower turnover and better morale. It usually means less work for you in the end.

If you can implement these 10 steps into the workplace, you will get less stress, better results and more personal time. You deserve to have time for your own hobbies, to watch the kids grow up or spend time with those important ones (Unfortunately, this time I had to translate golf).


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