The importance of being efficient - Deepstash

deepstash

Beta

Get an account to save ideas & make your own & organize them how you wish.

deepstash

Beta

5 Keys to Setting and Managing Team Expectations (Infographic)

The importance of being efficient

Your team needs to know that they are required to use their time at work efficiently and effectively.

To get an indication of their productivity, track the total time they have worked and compare that against the tasks they have accomplished. Speak with them if improvements can be made.

51 SAVES


This is a professional note extracted from an online article.

Read more efficiently

Save what inspires you

Remember anything

IDEA EXTRACTED FROM:

5 Keys to Setting and Managing Team Expectations (Infographic)

5 Keys to Setting and Managing Team Expectations (Infographic)

https://blog.hubstaff.com/setting-managing-expectations/

blog.hubstaff.com

6

Key Ideas

The importance of managing expectations

According to Qualtrics, employees do not engage properly when they are unsure of their company’s goals.

When your team doesn’t know what you’re expecting from them, they also don’t know the direction they should be going. Even if they have talent and experience, they still need to be 100% sure of what you expect from them.

Communicate clearly and frequently

Communication is essential and comes first when setting expectations with your team.

Have a plan in place from the start to ensure your team understands what you are expecting from them.

For example, should they report every task they complete? Is there a set amount of time in which they should be able to reply to emails?

Roles and responsibilities documents

Your team will work as a unit if every member is aware of their own responsibilities and the importance of their work in the organization.

This can be accomplished by creating a document that describes their role in the company in detail.

The importance of being efficient

Your team needs to know that they are required to use their time at work efficiently and effectively.

To get an indication of their productivity, track the total time they have worked and compare that against the tasks they have accomplished. Speak with them if improvements can be made.

Set hours for working

Working together at the same time can give a big boost to productivity.

Consider requiring your team to work together for a few specific hours in the day.

Develop a team bond

Your team should be willing to engage and feel assured that they can offer and expect help if they need it.

The key is to make everyone feel welcome and needed for team-wide success.

SIMILAR ARTICLES & IDEAS:

The Difference Between Managers And Leaders

Leadership involves creating a compelling vision of the future, communicating that vision, and helping people understand and commit to it.

Managers, on the other ...

The Importance Of Delegation

There's only so much that you can achieve working on your own, that's why it's important to delegate effectively. To successfully delegate:

  • Explain what your team's role and goals are. Or even formalize it in a team charter, which can also be useful for keeping the team on track.
  • Think about the skills, experience and competencies within your team, and start matching people to tasks. 
Motivating Your Team

Whatever approach you prefer to adopt, you also need to bear in mind that different people have different needs when it comes to motivation. 

One size does not fit all. Some individuals are highly self-motivated, while others will under-perform without managerial input, and you need to be able to handle both. 

5 more ideas

Be a Source Of Knowledge

A boss who’s focused on improving their managerial skills is the kind that workers will respect—and want to emulate. Stay abreast of management trends so you can continue to bring out the be...

Work Together On Deadlines

Some managers accept or create unreasonable expectations on performance without checking in with their workers, thus causing stress.

A good manager should talk to their employees and ensure expectations are well thought out and feasible before being defined.

Stop Micromanaging

Some leaders get too deep in the details around how the actual work gets implemented, but implementation belongs to the employee.

Provide accessible and regular oversight for the work to be produced—but don’t micromanage our produce it yourself.

3 more ideas

Why setting expectations is critical

One of the top reasons for unhappiness in the workplace is communication issues with one’s manager/supervisor.

Managers tend to make incorrect assumptions that employees have al...

Work

It’s crucial for your team to know exactly what is expected of them.

The unwritten rules about the level of quality expected in the work, and the depth of knowledge that needs to be displayed, are what defines a successful work project.

What are the boundaries of an employee’s responsibilities? What are and what aren’t the roles of the job?

Communication
Communication is one of the most critical components of organizational life, and it is far too important to leave to chance.

What’s the preferred way of communicating, both formally and informally? What should be the frequency of communication? What are the protocols for communication at different levels – while reporting to the manager or even upper management?

3 more ideas

Treat Everyone with Respect

When you're building a team or company, you simply can't afford to lose great people. Treat them with respect and you're one step closer to keeping them on your team long-term.

Encourage Dissent

To do great things, you and your people need to consistently think outside the box. You need people who feel very comfortable disagreeing with you, trying new things, tossing out new ideas, and being okay with the fact that several of their ideas may turn out to be outright awful.

Make the Final Decision and Move On

If you are the manager, make final decisions. And to do so decisively: evaluate all the options in front of you, hear and absorb everyone's arguments, and ultimately make the final call, with arguments. 

Even if you've expressed dissent as an employee, it'll benefit you to let your manager make their call and then focus on what's next, rather than staying preoccupied with past decisions.

4 more ideas

Nonviolent communication

It lets us reframe how we express ourselves and hear others. 

It allows us to speak in terms of what we observe, how we’re feeling, what our needs are, and how we respond to other...

The objective of nonviolent communication

Is to empower functional giving and receiving. 

If implemented correctly, it can replace knee-jerk reactions and old, ineffective patterns. It can be built like any habit.

Observation
  • Take a mental step back and just watch what's happening in the current situation.
  • Record these observations in your mind without assigning value to them
  • Hold back from judgment or evaluation
  • Say what you see, but not what you think of it. Examples: “What I’m hearing you ask me is…” or “I see that you want this…”

8 more ideas

Feedback
Feedback

Feedback provides an opportunity to gain insights about a person's personal and professional actions.
Without feedback, we will move in the same direction without realizing our shortcomings. ...

Types of feedback
  • Positive vs. negative. Positive feedback confirms that someone is taking good action, while negative feedback shows what actions need to be corrected.
  • Formal vs. informal. Formal feedback is given on a set schedule, and informal feedback is short and follows after an action or event.
  • Annual vs. monthly
  • Verbal vs. written
  • Manager vs. peer
Effective feedback
Effective feedback is:
  • Objective. Don't let your personal feelings get in the way.
  • Timely. Feedback should follow when the event is still fresh.
  • Constructive. Give respect and show that you have their best interests in mind.
  • Actionable. Feedback must include immediate next steps.
  • Warranted. Give your employees room for mistakes and learn from them.

6 more ideas

Personal Connection

A sense of connection and belonging are sentiments that are helpful for building “affective trust” – a form of trust based on emotional bond and interpersonal relatedness.

It vari...

Statistics On Remote Workers
  • Loneliness was reported as the biggest downside for 21% of remote employees, and one of the reasons that makes them more likely to quit.
  • Most remote managers say they’d be more inclined to stay if they had more friends at work.
  • Individuals who have 15 minutes to socialize with colleagues have a 20% increase in performance over their peers who don't.
  • Positive social relationships are correlated with better life expectancy.
Dynamic Icebreakers

If your icebreaker questions are intriguing, cheeky, humorous – the answers you receive will be, too.

Many remote teams will kick off their weekly meeting with an icebreaker question or insert it during their morning stand-up meeting. Even more popular is asking a series of icebreaker questions during the onboarding process when hiring someone.

3 more ideas

Defining group norms
Defining group norms

Group norms are the set of informal and formal ground rules that specify how people interact. The rules help members of the group determine how to behave. Advantages of clear g...

Intentionally create group norms

Every team has rules, but few are intentionally crafted. This could have a negative impact. For example:

  • In a team of two, it's easy to create short back-and-forth emails. As more team members join, it becomes more complex keeping everyone in the loop. Emails may include reply-alls about weekend plans and real-time decision-making, leading to unread emails and lost information.
  • A single individual dictates the rules for the group. He may inadvertently communicate late at night that can affect an entire company.
How to create healthy group norms

Setting up norms is easiest when the team is first created. It may take a special meeting at the start, but it saves time and diminish problems down the road.

Shifting group norms in an established team is possible, too. Cultivate positive behavioral expectations on high-functioning teams.

6 more ideas

Pros And Cons Of Remote Work

Remote workers save money by avoiding the expenses that come with a traditional office and can choose the best people for their team regardless of their location. They get to enjoy more f...

Communication Tools

To make your remote workers really feel connected, use instantaneous messaging tools that organize conversations into customizable channels. You should also create channels that allow your remote workers to chat about topics unrelated to work so they can benefit from the social aspects of work and strengthen their bonds. 

Hold Weekly Video Meetings

Face-to-face interaction is an effective way to make your remote workers feel more connected. Holding regular video meetings will allow remote workers to get that face time they're missing and form bonds with their co-workers.

To build even stronger connections during your weekly video meetings, don't talk only about work. Add a personal touch like allowing team members to share any good news they have. 

3 more ideas

Communicate Early And Often

An effective leader communicates early and often. 

Don't assume that your team understands your expectations. Instead, proactively communicate your expectations. Empower them to m...

Come To A Democratic Decision

The right way to set expectations is to sit down with your employees and discuss everyone’s needs and expectations. Then come to a mutually agreed solution.

Focus On The ‘What,’ Not The ‘How’

An good approach for employees to best meet expectations is to focus on “what” your desired outcome or vision is. It allows employees to feel more invested in the process toward completion.

8 more ideas