How can you tell if you are being responsive enough in a team?

Your employees won’t be responsive to customers unless you also set internal responsiveness as an expectation among your team.

Lead by example, especially in remote or hybrid working arrangements. Set the example by responding to all messages / communication - whether it's a question, request, statement or note, drive a culture of collaboration, communication, feedback and appreciation by responding to all emails in a timely fashion.

In my experience, most important thing is the feedback . Giving and taking feedback from the team will make the vision and mission very clear. One to one meetings and team meetings will be very helpful in the communication process between all team members.

No question is a stupid question. A mindless person is one who doesn’t ask questions and then looks stupid for pretending they know. Check, check and triple check, and you can only do that by sensible communication

Team effectiveness relies on three pillars - Collaboration, Personal Growth, and Team Output Responsiveness in a team is a key foundation on which all these three pillars stand and hence establishing a key metric for responsiveness as your team deliverable becomes paramount to success. Gauge the expectations and the needs of the team project and how the level of desired commitment impacts the team morale and its ability to deliver results. The whole team will need to align on the metric and the team's culture will depend upon this.

In respect of self development the Feedback one of the most important key factors that brings the real impact of my existence and effectiveness all over the place, we should always focus on others feedback towards us if we need to be very unique.

In my experience it’s always important to give And take feedback on regularly intervals which will lead for an successful team environment and improve the quality of service and good Successor for the company growth Feedbacks are always a key factor for success.

In my experience if Feedback is given based SBI frame work i.e. based on Situation Behaviour and Impact the chances of buying is more and it is a healthy way of giving a feedback as individual understand what could have been done better..

Feedback provides insights into the organization's pulse. Whether formal or informal, positive or negative, from top management or management trainees, one should embrace it with a positive mindset. Be open to receiving feedback, acknowledge it, express gratitude, and if necessary, discuss and implement it to contribute to creating a better workplace.

Feedback - whether direct or indirect, positive or constructive, upfront or anonymous; is always helpful for self improvement. The key to being responsive to team is to be responsive to the feedbacks 1st. Learn from the inputs and improve for good.

In my opinion KPIs are soooo outdated, it’s like treating people as if they were machines. This doesn’t work. You can measure the results by getting feedback from your team, just have a one-on-one conversation over coffee, and ask them how often do you make them smile, how do they feel about having you on their team and what can you do to be more helpful. Listen to their ideas and think together how you can help realize them, share your ideas. You can measure how long the conversation lasts, how open the person was with you, here is your result.

Medir nuestros resultados nos servirá para tener una idea clara de si estamos cumpliendo con los estándares establecidos para nuestro trabajo. Podremos ver si debemos mejor algun aspecto de nuestro desempe?o para ajustarse a las expectativas del rol que ocupamos. Después de todo, no hay mejor forma para autoevaluarnos, que medir nuestros propios resultados, comparándolos con el estandar establecido.

Measuring the results is so important because simply we can’t improve what we can’t measure! It is like the compass that guides us towards success

1. Feedback: Ask team members for feedback on your responsiveness. This can be in the form of a survey, one-on-one conversations, or team meetings. Ask specific questions to understand how your responsiveness is perceived. Measurement - Use a rating scale to measure the quality and speed of your response. 2. Track Response Time: Measurement - Use data and graphs to measure how quickly you respond to various requests from different team. Measurement - Measure the timeliness and quality of project delivery, compare it to the deadlines set by the team. By monitoring feedback and measuring results, you can evaluate your performance and engage in continuous improvement.

Measuring the results of your work is an essential part of being a responsive professional. SMART goals can help you track your progress, evaluate outcomes, and make improvements to ensure that you're providing the best service possible. By considering the impact of your work and feedback from clients and team, you can identify areas for growth and provide even better service. With dedication and attention to detail, you can achieve your goals and exceed expectations, making a positive impact on those around you.

Buscar nuevas oportunidades no solo sirve para demostrar que se es suficientemente receptivo. Estas ocaciones dejan en evidencia que se busca la superación personal con nuevos desafíos, y se demuestra que estamos aptos para recibirlas y afrontarlas.

I was taken out of action by a pair of socks. Of all the dangers in a war zone, this was one I didn’t see coming. Sensitive skin. Woollen socks. The sand and sweat in Afghanistan almost led to a medevac flight home when I couldn’t get my boots on my feet. Red. Hot. Itchy. Swelling. Getting worse day by day. Pretending they were okay. Delaying the lecture I knew was coming from the medics. But I needed the help! The smallest thing can stop you in your tracks. As the saying goes, proper preparation prevents poor performance. Get the basics right and you’re off to a good start. What was the last thing to trip you up?

Salgan de las zonas de confort Poseer mentalidad de cambio y actualización constante mantienen al equipo despierto, con buena actitud y enfocado en la consecución de las metas establecidas.

Supporting colleagues with their queries, providing guidance and most importantly sharing knowledge all of these can show responsiveness and willingness to contribute.

Ask team members for feedback. Knowledge is power, so if you want to know where your workforce is when it comes to teamwork, why not just ask them?

La comunicación es el incentivo a la confianza. Involucrar a los miembros del equipo en los descubrimientos o ideas y permitirles formar parte de ello, fomenta la relación con ellos y genera que ellos también sientan la libertad de compartir las suyas. La información es poder, en cualquier ámbito, incluido el laboral. Esconder información, sólo sirve para generar roces y malestares entre los miembros de un equipo.

When I share my insights with my colleagues and teammates, I invite them to learn and contribute to my learning process. We feed each other and create wider knowledge base. This process is build on trust. Another type of sharing on a wider scale is posting in a blog or LinkedIn or both. Not only can you spread the knowledge, create greater value and impact and invite others to follow your example, but this is a chance to establish yourself as a authority in the field. This will attract new customers that may need your expertise, your services, just people who can get your help will tell a good word about you and your impact goes on.

A primeira coisa que devemos entender é que a skill de comunica??o ela é essencial para qualquer ambiente de trabalho, seja ele remoto ou presencial, de empresa de segmento de moda à tecnologia. A quest?o ent?o é que, dependendo da nossa experiência, vamos ter mais ou menos formas de saber lidar com as dificuldades que passamos e através dessas dificuldades é onde temos uma fonte ótima de bons insights, que podem até virar cases futuramente para o ambiente daquela empresa. Porém talvez mais importante que saber se comunicar é saber repassar isso para todas as pessoas do seu time. N?o adianta a empresa ter alguém que é especialista se você é somente dependente dele. Todos devemos compartilhar o que sabemos em prol de melhores resultados.

Je travail en formation, il est fréquent que les formateurs et professeurs ne transmettent pas leurs cours aux collègues car la préparation demande beaucoup de travail qui peut facilement être "volé" par les collègues. Pour ma part j'ai choisi de transmettre mes cours à mes collègues, je mets mon nom dessus et je nomme les personnes a qui j'ai emprunter certaines parties (les sources). Etonnamment sur notre dossier partagé mes collègues qui étaient réticent à transmettre leurs cours ont commencé à faire pareil. Si on respecte le travail des autres en les citant les gens ferons de même avec notre travail. (Dans une équipe fonctionnelle ;) )

Clearly communicate expectations regarding roles, responsibilities, and deadlines. Discuss priorities to help team members focus on key tasks. If working with a diverse team, be aware of cultural differences in communication styles. Adjust your approach to accommodate varying preferences. Empower team members to share their ideas and take ownership of tasks. Acknowledge and appreciate their contributions.

A veces se cree que la función de un líder es marcar los errores y oportunidades de mejores; pero lo cierto es que enfocarse unicamente en este aspecto desgasta la relación con los miembros de tu equipo. Los colaboradores necesitan sentirse reconocidos para promover la comunicación y confianza en sus actividades. Celebrar los logros, individuales o como equipo, es una forma de hacerle saber a los miembros de tu equipo que los reconoces, que estás abierto al diálago y que reconoces cuando su desempe?o es muy bueno.

Celebrating achievements is important for morale and motivation. Acknowledge and appreciate both individual and team accomplishments. Recognition fosters a positive and supportive work environment, reinforcing the value of hard work and dedication. Celebrating milestones, big or small, helps build a sense of accomplishment and encourages continued efforts towards shared goals.

In my opinion, celebrating achievements whether big or small, is crucial in building a positive team environment. Recognizing even the minor milestones and successes plays a significant role in sustaining motivation and commitment, also, it's not only important to acknowledge the results but also the process that led to these achievements ??

It’s always important to celebrate wins, whether big or small, to keep you and your team motivated. One thing I’ve noticed is that if you just move from one project to another without acknowledging the hard work that went into it, your team becomes demotivated and unresponsive. Always, always pause and reflect on your wins.

Celebrating achievements in a team fosters a positive work culture, boosts morale, and reinforces a sense of accomplishment. Recognition also motivates team members, encourages collaboration, and enhances overall productivity.

Here's another idea: in the absence of feedback, prioritize organization and swift decision-making. Simple issues can linger if responses are delayed, and in projects, effective collaboration relies on solid organizational skills for a timely resolution.

Another idea to consider is Proactiveness. Being proactive in a team especially communicating in sharing progress, updates, or any relevant information, without being promoted it alao shows how responsive we are in a team.

Algo que acrescentaria a lista seria o incentivo a autonomia do time. Um time aut?nomo n?o é o que passa por cima da estratégia e ou das decis?es das lideran?as. Na realidade, um time com uma cultura de pertencimento e com senso de dono, usa sua autonomia para ir além da expectativa. Com o incentivo correto e preparando o ambiente para suportar a liberdade criativa, é possível entregar mais e de maneira mais saudável para o time.

Généralement, notre travail se mesure à l'appréciation des autres et sa pertinence se per?oit dans l'interaction avec le travail des autres => est-ce mon travail : - est complimenté ? - accélère le travail des autres ? - diminue la charge générale de travail ? - diminue le stress ? - génère de la confiance ? - développe la créativité ? - participe à l'épanouissement ? - contribue positivement au CA de l'entreprise ? Ce sont des exemples de questions à se poser. Avant d'attendre des réponses des autres et de s'ajuster, il est d'abord important de se positionner face à ses questions pour ne pas avancer déconnecté de son environnement.