Here's how you can optimize the performance of your Internet Services team members.

Definir metas claras e mensuráveis: Estabele?a metas específicas para cada membro da equipe, garantindo que sejam claras, alcan?áveis e mensuráveis. Isso ajudará a manter todos focados e engajados. Proporcionar treinamento e desenvolvimento: Invista em treinamentos e workshops para desenvolver as habilidades técnicas e interpessoais da equipe. Isso pode incluir cursos online, palestras ou workshops presenciais. Incentivar a comunica??o eficaz: Promova uma cultura de comunica??o aberta e transparente, incentivando a troca de ideias e feedback entre os membros da equipe. Isso pode melhorar a colabora??o e resolver conflitos de forma mais eficaz.

Actually I agree with that, another thing I have noted is having a backup plan in mind when normal ways stops or are affected by external factors that are out of our control. This can minimize the magnitude of losses that businesses face incase of a downtime.

Goals exist at different levels. If the goals do not match the level of the organization, a gap arises. This gap is the operationalization of the goals and the resulting lack of help for local decision-making. If the gap is too large, the best and clearest goals have no steering effect. Check whether the goals have a steering effect in the team on a short time frame. If this is not the case, the translation or operationalization is missing; Other case is that the goals are simply "bad" in terms of not effective and not helpful.

One thing I found impactful is setting every team member setting their own targets where they are accessed after a certain period of time. Then have a way to reward those who met their targets, this keeps a team motivated and have a self drive towards the growth of an organization.

In my experience, millennials and Gen Zs thrive in an environment where there is trust, no politics and a fair amount of challenge which can help them grow, and where creative and innovative ideas are encouraged. Such a culture can be created only when they are given the power to take decisions. This creates a sense of ownership and better work satisfaction. Everyone wins!

Autonomy makes teams fast, effective and makes team members proud. This is a powerful tool for managers that needs to be well-prepared and used. Autonomy needs good, understandable goals that are also supported by the team members. These are different aspects. In addition to autonomy, the team needs the competence and freedom to be able to use its own autonomy. In my career, I have never seen management fear that teams will take on too much decision-making authority and thus decide too many things themselves. But I have often seen that they are too hesitant and make too few decisions themselves. The team should develop a common understanding of which decisions they SHOULD make themselves. start at: Decisions the need themselves: decide

Two mistakes that can quickly happen when measuring performance: 1) KPIs point to performance. If the team is moving too quickly in the wrong direction and is performing well, that is definitely not what is wanted. Measuring should be based on the result rather than on the implementation of the plan, because the plan assumes that the right result will be achieved if the plan is implemented "more accurately and quickly". If that is not the case, this should also be recognized when measuring. That only happens when the focus is on results. 2) Don't forget to adapt. Nothing happens by measuring and observing alone. You need to interpret the results and then act.