So you've been promoted to manager and now lead a team. Previously, you just had to worry about your own work; now, you are in charge of the entire project, including all aspects of it.
It may seem like a daunting chore, but there are several effective team management tactics you can use to make your life simpler.
So, what precisely constitutes "team management"? In our case, we may define it as:
In the conventional business model, companies were often organized in a hierarchical structure, with each individual having a well-defined position and duties. In today's environment, businesses are becoming substantially flatter, with a greater emphasis on cross-functional and collaborative problem solving.
This shift in organizational structure also has implications for team management, management practices, and management strategies. Answering to and following an authoritarian boss is becoming increasingly unpopular among this new generation of workers. Today's leader is more likely to be perceived as a "facilitator" than a typical team leader.
So, keeping this new reality in mind, here are nine effective team management tactics for today's business culture.
1. Establishing and Maintaining Trust
No one should be surprised that trust is vital for good team management.
Trust is crucial in every personal or professional connection. In a group context, individual members must trust the leader. Trust that the team members will do the right thing, perform on their promises, and support one another.
You may create trust in a variety of ways, including recognizing a job well done and stepping in to help when team members are struggling.
Similarly, as a team leader, you must be able to trust your team for many of the same reasons. They will submit work on schedule and in a professional manner. That they share the same team and organizational goals, and that they will do the "right thing" for the team.
There is one additional facet of trust that is critical for effective team management: trust among team members.
2. Develop Relationships
One of the most ignored team management methods is to build connections with people you supervise. It is just a truth of life that individuals perform better and work harder for those they like.
Now, we're not suggesting you have to ask them around for Sunday dinner. However, a drink after work, a lunch, or a pizza party where you can get to know your coworkers better is a fantastic start.
Again, you want to encourage your team members to form relationships with one another. Try to organize team building exercises on a weekly or monthly basis. Leagues for bowling and darts are also beneficial. Almost any cooperative team activity may improve connections.
3. Use Team Management Apps and Tools
I encourage utilizing them in any team situation, but they are especially useful for "virtual teams" where members operate from different places.
A team management tool is essentially a platform that is accessible to the entire team. Each team member is assigned a job, and the progress may be tracked and monitored. This helps the team to know exactly where the project is at any given time. It is extremely important in determining where faults and bottlenecks exist in the system so that corrective action may be implemented immediately.
They are also an effective technique for team members to communicate with one another. If Sally is waiting for John to finish his assignment but notices that it is still two weeks away, she can redirect her attention, assist with the delay, or be allocated a new work.
As you can see, when utilized appropriately, team management solutions may help with intergroup communication while also improving efficiency.
4. Know How to Retain Your Best Employees
First, while no one would deny that money is vital, it is not as crucial as most people believe. Most employees and team members prioritize a good work environment.
Begin by creating a friendly environment that promotes involvement and rewards initiative. This will significantly improve staff retention.
5. Know Your Role as a Leader
A good team management approach needs you to understand your job as a leader.
A leader's function is inherently dynamic, changing both situationally and over time. Simply said, know when to take the lead and when to stand aside.
Micromanagement is a nightmare for skilled and motivated staff. A substantial portion of job satisfaction is related to the employee's "ownership" of their work. Micromanagement stifles innovation and takes responsibility away from team members.
That isn't to imply you shouldn't intervene when problems develop. After all, one of the benefits of the aforementioned team management software is the capacity to identify concerns early on before they escalate into serious problems.
6. Take Advantage of Other People’s Knowledge and Skill Sets
A successful team management approach always involves making the best use of people's skills and competencies. And, as a leader, you must acknowledge that you are not completely aware of everyone's knowledge set.
The whole goal of having a team is to take use of the diverse skill sets that each team member possesses. While this seems apparent, many managers fail to see that people's knowledge and skill sets might overlap.
For example, when my team launched my latest web product, it did not do well. So I gathered everyone in one place to discuss it. It turns out that I made a mistake. I had let my marketing staff to choose the pricing points for the product and its many upsells and downs ells. My marketing team had never worked with a product like this before, but the development team had. It was the programmers who pointed out that the price structure was completely incorrect.
Long story short, we altered the price structure, and it is now one of our best-selling items.
So, the moral of the tale is that, while someone may be experts in one discipline, they should not underestimate the fact that their experiences might provide them with insights that cross over into other fields.
7. Define Roles Within the Team
We are not discussing employment tasks such as programming, marketing, or development. We're discussing identifying positions inside the team.
Everyone in a team has a unique personality. Some are always "chipper" and great for morale and rousing soldiers. Others are adept at keeping things orderly and coordinated. Some people communicate well, while others do not.
8. Set the Example
All the team management tactics in the world are pointless unless you lead by example.
It sounds apparent that you should "practice what you preach," but I've seen far too many examples of leaders who believe in doing what they say rather than doing what they do.
It does not work for a parent who warns their child not to smoke but allows them to. And it is ineffective for a leader to expect people to work late when they do not.
Leaders must also demonstrate the integrity that they want their teams to have. Begin with accepting responsibility for your faults. When communicating with team members, demonstrate professionalism, dignity, and respect.
9. Provide and Take Feedback
Feedback may be difficult for both the provider and the recipient. However, just because something is difficult does not imply it cannot be done.
Feedback is a crucial tool for everyone's professional development. It allows us to focus on areas where we need to develop while also defining our strengths.
So, why is providing or getting feedback so difficult?
The solution resides in human nature.
For the individual getting the input, particularly negative comments, it might feel like a personal attack, and the natural reaction is to become defensive or build a wall. Neither is very beneficial to the team, individual, or team leader.
The situation might be considerably worse for the individual providing comments. It is difficult to tell someone that they need to change or better. You run the danger of eliciting an emotional response or, worse, long-term animosity, which can harm morale. This is how leaders begin to excuse attitudes such as "it's not so bad" or "it will get better," which are detrimental to both team and professional development.
But the true issue occurs when the person is not given the opportunity to develop. If the employee is not given the opportunity to enhance their performance, it will have an influence on both the team's outcomes and their career. This is the definition of an unsuccessful leadership approach.
The Bottom Line
Managing a team is never easy; it's an ever-changing dynamic that needs regular monitoring, modifications, re-adaptations, and assistance.
Having good team management tactics will keep your team operating smoothly, much like an engine in a car requires continual oil to sustain the overall health and performance of the system.
