How can you ensure team members are working efficiently?

Having set the team objectives it follows that the individuals contribution should be inextricably linked. Once people can see the part they play everything becomes obvious (well it should do!) Spell out the part they are playing and the goals and objectives you want them to achieve to the teams objectives. Have regular meetings (to be determined by you) to keep them on track reviewing the work they are doing. Don’t forget the praise it’s often missed !!!

Break the strategy objectives down into more details, and defined by pillars (in my situation, HR pillars). Make ourselves involved in the communication regularly. Always be open to any input from the team to keep the alignment in place.

Assurer le rendement optimal de l'équipe débute par une clarification précise des attentes attribuées à chaque membre et à l'équipe dans son ensemble. La transmission claire de la vision, des objectifs et des rôles établit une base essentielle. Définir des critères de qualité, des échéances et fournir un feedback régulier sont des aspects fondamentaux pour orienter chaque collaborateur vers une efficacité globale. Cette définition d'attentes favorise une compréhension individuelle des contributions à la réussite de l'équipe, stimulant ainsi l'amélioration continue des performances.

As coach I will ensure -Clear expectations -Will define individual KPI and team KPI -Will ensure active listening skills -Remove,if any communication barriers in form of assumptions or any false belief -Will provide right tools and resources -Will help in building knowledge gain and knowledge share -Will coach on time management skills in fixed intervals - feedback loop to enhance efficiency - will promote flexibility and adaptability

When expectations are not clear, how can we actually evaluate whether a team is working effectively or not. Many tasks fail because expectations are not clear so people start to improvise rather than taking determined action.

Um time eficiente precisa ter autonomia com responsabilidade. Acordos bem definidos com a participação de todo o time promovem um ambiente fluido que levam o time ao sucesso. Com papéis e responsabilidades, DoR, DoD e o fluxo de desenvolvimento bem definidos, sempre relembrados e quando necessário evoluídos e adaptados irão promover eficiência ao time.

The first step is to articulate clearly the Big goal & the "why" behind it. The goal has no meaning if the employee does not have their own skin in the game. And to bring that, the goal has to be articulated with a powerful "WIIFME" - what's in for me.

Setting the tone is the most important but also enabling autonomy with loop backs for progression review ensures they are moving in the right direction.

Let me put one step before the whole list: Know who the other teams are. Meaning that a company needs to visually at out the teams that are there, who they are and what they do. This then can be followed by the expectations or let’s call it rules of engagement. Warning: you may be surprised how many do NOT know who else is there contributing and to support.

Develop listening skills. Improve communication. Run more efficient meetings. Examine and challenge ways of working. Incorporate learning and reflection processes. Create clear and well-defined goals. Know the strengths and weaknesses of the team. Monitor engagement levels.

In todays work scenario, its almost impossible to be a pure individual contributor & excel basis your individual ability. Collaboration is an important & effective way to accomplish the collective goal And as the company gets bigger, the level of collaboration required goes higher. When a team knows that, their individual success can be faster & better if they collaborate & there is culture of active support, feedback & transparent & clear communication, it becomes easier for each individual to bring in their best at work.

Watch how your team members speak to each other while they problem solve. Do they listen to one another and encourage each other to overcome the obstacles they face? Or do they pass judgement and allow their egos to get in the way when decisions need to be made collectively?

Transparency and trust building with open communication is very important at the workplace, it always gives a positive vibes and increases the degree of effectiveness and efficiency.

Promover um ambiente colaborativo é para mim o principal para garantir eficiência. Um team building bem feito desde o início do time promove um ótimo relacionamento entre os membros do time e a colaboração acontece de forma natural. Realizo dinâmicas que promovem a troca de ideias e feedbacks. Todos tem voz independente do seu papel, de estagiário a Sr.

Let the team decide in what way they will best in collaboration, in what way they could work faster, in what way they could communicate each other better, and let them discuss and decide any other areas that can make them work efficiently.

Eu sempre busco trazer meus times para uma cultura que valoriza a contribuição. Falo que nunca vi um time campeão onde metade ganham medalhas e levantam o troféu e a outra metade não. Em um time todos ganham ou todos perdem. Evito os "super heróis do caos". Os méritos e reconhecimentos são direcionados para todo o time. Elogios e reconhecimentos individuais devem partir do próprio time. Da minha parte, procuro faze-los nos 1:1.

Three impactful strategies to invigorate your team's collaboration, fostering a dynamic and engaging environment for enhanced productivity and creativity: 1. Random Pairings for Brainstorming: Foster fresh ideas by pairing diverse team members for brainstorming sessions. This encourages innovative thinking beyond typical roles. 2. Collaborative Challenges: Boost unity and problem-solving skills with friendly team challenges. Together, tackle tasks and achieve shared objectives, making collaboration enjoyable. 3. Team-Designed Meetings: Empower your team by rotating leading of meetings. Each member sets agendas, facilitates discussions, and summarizes takeaways. This promotes active participation and ownership of collaborative efforts.

Trust your team and they will trust you. None of this Linkedin micromanagement bs. Oh and Bla bla bla bla bla bla blaBla bla bla bla bla bla blaBla bla bla bla bla bla blaBla bla bla bla bla bla blaBla bla bla bla bla bla blaBla bla bla bla bla bla bla

Agree that , micromanaging staff can inhibit autonomy and overall productivity. Autonomy has been shown to make employees more efficient, leading to higher productivity Providing autonomy empowers employees to be creative problem-solvers, fosters trust between leadership and teams, and encourages open and honest communication. Autonomy allows employees to develop leadership skills and become more self-reliant, contributing to the growth of future leaders, Micromanagement can lead to demotivated employees and a high rate of turnover, while autonomy can help retain talent and keep employees engaged Lack of autonomy can stifle employee growth and prevent them from taking initiative, leading to a loss of creativity and innovation

My take on this is little different. It starts with whom you hire. As a thumb-rule, when you hire for a position, don't limit the view for the current job. Can the person, be the future leader of that department, can he/she take over higher roles, can he/she be groomed for next levels? If the answer is "No", then better to avoid hiring such people. You do not want to hire people, who needs to be constantly coached , monitored & micro-managed. Its a waste of time & resource. Once you have the right people on board, next is to give them the task , show the WIIFME , align , set boundary conditions, a structured limited review mechanism and a window of feedback and open collaboration.

Agree on this. provide space for team members to make decisions within the scope of their responsibilities. This can increase a sense of belonging and motivation.

Empowering autonomy isn't just about giving individuals freedom; it's about providing support, guidance, and the right environment for them to thrive while contributing to the larger objectives of the organization or team. It's a balance between freedom and responsibility that encourages innovation, growth, and ownership.

Um time eficiente precisa ter autonomia com responsabilidade. Acordos bem definidos com a participação de todo o time promovem um ambiente fluido que levam o time ao sucesso. Com papéis e responsabilidades, DoR, DoD e o fluxo de desenvolvimento bem definidos, sempre relembrados e quando necessário evoluídos e adaptados irão promover eficiência ao time.

This one I agree to disagree. At times the team members may seem overtly enthusiastic and inspired but giving them autonomy of crucial decisions is a sure shot recipe of failure. Partial responsibility sharing maybe explored (under supervision ofcourse). Because reverting or damage control can be a very expensive affair. Also the leadership and the team should realise they are at that position for a certain reason , so we should maintain the philosophy of heirchy. It may sound a little harsh , but in my experience, if a fabric is cut and sewn to the wrong size , it cannot be corrected no matter how many alterations one tries.

In order to effectively delegate and provide your team members with more autonomy, you have to be willing to let them FAIL. It's a scary concept because the stakes always seem high, but how many of us can claim that we've never made a BIG mistake on the job? Not many (if any). Did it hurt like hell? Of course! Did we learn an important insight that continues to serve us to this day? Definitely! Now, this doesn't mean letting your team go off the rails. However, it does mean allowing them to make different (but INFORMED) choices, even if they aren't the same choices you would make.

I think if employee knew their roles and activities clearly they can do them well on their own. Only a steer is required to ensure things are going on right track. Weekly or bi weekly review would help to understand progress or if any support required by the team.

Empowering doesn’t mean we ignore the process and only see the results. We let our team to execute their tasks using their own way and style. What we need to monitor is they work in the committed corridors, regular check on their obstacles, and be present at critical situations.

Eu gosto de usar os 1:1 como mentoria com os integrantes dos meus times. Ajudo com indicação de livros, artigos, vídeos, podcasts, sempre respeitando a forma de aprendizagem que melhor se adequa as características, dificuldades e necessidades de cada indivíduo. Já houve caso da pessoa expor ser portadora de TDAH e não conseguir ler livros. De imediato indiquei um vídeo sobre o mesmo tema. Tenho especial satisfação em ajudar profissionais que se identificam com outras funções, os apoiando na transição de cargos. Ouço que gestores anteriores não deram oportunidade para tal mudança. É muito confortável(e menos trabalhoso) manter as pessoas onde estão e produzindo dentro do esperado. Mas como fica a satisfação do funcionário?

By integrating coaching and mentoring into the team's culture and operations, you can create an environment that supports continuous learning, collaboration, and growth, ultimately enhancing the team's overall effectiveness and success.

As a leader, its important to be available to your team members as and when they need guidance, without the fear of being judged or reprimanded. There has to be formal & informal methods of supporting each member by effective evaluation , guidance & feedback. This fosters an environment of learning & growth

We can ensure efficient teamwork by establishing clear goals, fostering open communication, and assigning tasks based on individual strengths. Regular check-ins on KPI's or KRA's, utilizing collaboration tools, and promoting a supportive team culture help monitor progress. Encourage feedback, address challenges promptly, and celebrate achievements to maintain a motivated and efficient team.

Providing coaching and mentoring plays a pivotal role in cultivating a thriving work environment especially when you take the time to comprehend the unique strengths and weaknesses of each team member.

As much as it is important to coach and mentor them, it is also important that they are ready to learn. A person who coaches or mentors an unwilling person is as good as doing nothing and no one wants to work without getting results.

Providing coaching and mentoring is a great tool to encourage your team members to look and learn for ways on how they can accomplish a given task in an efficient manner. These actions also promotes confidence in their task handling and creates a positive atmosphere in the workplace because your team members will feel empowered and appreciated.

Allocate the time to evaluate every single major task that we delegate, by involving the team members. Agree that we also need to get feedback from other stakeholders for more optics. Set the scheduled meeting to check the milestones and hear some updates. When the team achieve, they must be recognized, but when failed, we also need to be aware that we take part of the failure as well (so get on track as soon as we can)

I sincerely believe that this point is the most effective and with maximum return on investment . Monitoring progress , evaluating and analyzing every order helps us understand the strength and weaknesses of our team members as well as the team as a whole. It enables us to build upon the right kind of order book for our team to be an efficient and effective performer everytime. It may backfire at times , so one needs to be cautious about reiterating the fact that it's you who are leading them to efficiency.

Benefits of having clear picture of a teams or employees effectiveness: Promotes employee growth and development / Goal setting can be optimized / Encourages leaders and managers to recognize areas of developmental need within teams and employees / Helps to create a more effective healthy workplace environment 5 Step employee-effectiveness formula: 1) Develop a baseline 2) Establish input 3) Establish output 4) Implement the formula 5) Compare outcome to baseline By knowing the strengths and weaknesses of a team or an employee, tasks and projects can be tailored accordingly - which as a cause saves time and resources. When a team or employee has a clear goal towards which they work, motivation and performance is very likely to increase.

To ensure team members work efficiently, as a mentor or coach, I focus on clear communication and personalized guidance. It starts with setting clear, achievable goals and providing the resources they need which may include internal or external training. I believe in regular check-ins, but not micromanaging; it's about offering support and feedback, not controlling their every move. Encouraging autonomy and acknowledging their achievements boosts morale and efficiency. Understanding their individual strengths and challenges helps tailor my approach to each team member. This not only enhances their performance but also builds trust and a positive team dynamic.

As a leader it's important to model adaptability and innovation for your team. What does this look like? Encourage your team to be fluid when they encounter barriers and to come up with creative solutions for these barriers. All teams encounter barriers, those that are able to adapt to the fluidity of the business and innovate, will always survive. As a leader, it's your responsibility to create an environment that helps your team build adaptability and innovation. Giving them the tools and support to deal with change and ambiguity.

Have an open discussion about obstacles and challenges. Critical thinking can lead to remarkable shifts if applied as a team with growth mindset. Conduct retrospectives to identify the real problems and challenges causing inefficiencies, brainstorm ideas for improvement, try new things, challenge the status quo, invite diverse perspectives, learn from others who do better.

You should also invest team to allow team dynamics. By this I mean, let the team take time to know each other. They should understand their strengths and weaknesses. They should appreciate their diverse working styles before you help them develop a unified working style that delivers results

Don’t take yourself too seriously. Encourage your group to have fun. While you may set the team goals at a higher level than others you need to recognize the successes incrementally not just at the completion of effort. One big bonus at the end does not have the same impact as the celebration of small individual accomplishments during the process.

This is my personal experience. While Setting clear expectation is the start, I realised, some of the team members didn't do well. When I got around checking the issue, I realised some members of the team needed more hand holding in the start than others. I realised, for effective team function, team leader need to also understand the different levels of delegation.

One thing to think about: where does fear of inefficiency come from? Effective work ebbs and flows and we, as humans, have to take breaks to do our best work. Some of our best thinking comes from "shower-thoughts" or extended periods of unstructured time. If your team is meeting your goals and timelines, then you shouldn't worry about efficiency. What may seem like inefficiency or down time to you may be critical for a person's creative process. On the flip side, if your team is not meeting your goals by the required timeline you need to 1) express they missed the mark and that improvement is needed and 2) teach them how to be better at their jobs.

Develop communication channels: build organize effective communication channels, whether in regular meetings, online collaboration, or everyday communication. make sure every team member feels like they can connect easily.

I have learnt that efficiency varies from individual to individual. A similar task can be executed with different levels of efficiency based on the skills, resourcefulness and passion of an individual towards to the problem being solved. The efficiency is also driven by the clarity of impact and opportunity to learn. Understanding the individual characteristics, needs and motivation of each team member and bringing it together to achieve the goals of the team leads to most efficiency within the team. Aligning individual successes to team level objectives, measuring progress along the way, learning from failures are the key pieces to leading efficient teams.