Everyone want to be a Good Person, and Team Manager. Building healthy culture, promoting innovation and bringing team together are key indicators of a successful manager.
This post talks about five recurring misconceptions related to team management that team manager make which produce opposite results and overcoming those such as: unhealthy workplaces, unmotivated employees and frustrated teams.
Here are those points of managing team that will help you turn around the way that you supervise and manage team.
The paycheck is the reward. That should be enough.
A paycheck will not motivate your team members to move mountains and people do need good paycheck to eat, but an “A” performance generally requires more than just that. A team member vested in the relationship with his team and team manager will be happier and as a result more productive, more innovative and stay loyal as the company grows and changes. Usually appreciating their work efforts from members will motivate them and increase efficiency and work satisfaction within teams.
They work for me.
It is your job to make your team members successful. A good team manager strives to eliminate obstacles for the team members. Try spending a day figuring out what you can do to make your team’s life easier. What obstacles can you remove to help your team meet their goals and achieve their deliverable? Yes, they are working for company as employee, but a good manager is also a servant of his team members.
I’ve told them this multiple times, they should be doing it already.
Many people have a difficult time keeping track of verbal suggestions and To-dos. Verbal feedback is much more effective when paired with written feedback. Try adding a followup email to your verbal suggestions. A quick email can serve as a good reference point if the problem persists, can create a paper trail of known issues to use for more formal feedback. This allows the team members to go back and see a history of their progress. Yes, sometimes person may forget, but accountability is essential to good management and it is your job to hold yourself and other accountable so as to get final things done on time.
My team’s mistakes cost me money.
Mistakes teams make are typically unintentional and are an opportunity to improve existing systems. While some large mistakes can be very costly. The small day-to-day mistakes you deal with as a team manager are perfect opportunities to understand flaws in your system. This upfront cost of identifying a hole in your system will save you money long-term if instead of blaming someone, you use it as a way to give them feedback and improve the team efficiency and accuracy.
It’s faster for me to do it myself, than to train someone else to do it.
Training takes time, but the time saved after your team knows the ropes can give you more time to focus on more complicated tasks. Once the team knows that how to drive certain things it can enable you to work on new things and creating new opportunities for you and your team. Moreover you will be always operating at maximum capacity.
Concluding to be Good TEAM Manager
When faced with challenges, a team manager should identify how these challenges fit within the context of growing their projects, business and creating a stronger organizational structure. By trying these strategies, each obstacle sheds light on a learning opportunity to improve your managing skills, and learn about yourself and your team. Adopting these alternative views of the five common myths of team management is a great place to start your journey to becoming a great team manager.