Your team's productivity is at an all-time low. What tools can you use to get them back on track?

When the team's productivity is low, it's crucial to ramp up communication. Here are some steps: 1. Diagnose the Root Causes: Speak to the team to check for reasons for low productivity. Observe the team members and have one-on-one discussions for further insights. 2. Establish SMART Goals and Expectations: It's essential to clarify team roles and objectives, set SMART goals, and transparently communicate expectations to align efforts.. 3. Leverage Collaboration Tools: Utilize cutting-edge collaboration tools such as Slack, Microsoft Teams, Zoom, or Asana. In challenging times, effective communication coupled with a strategic focus on goals and team dynamics can pave the way for a productivity resurgence.

Remember that time morale plummeted after a major project deadline? Diving deeper, I discovered unclear expectations and communication gaps were the culprits. Identifying the problem is crucial. Is it workload, motivation, communication, or something else entirely? Gather feedback through surveys, one-on-one meetings, or anonymous suggestion boxes. Uncover the root cause before blindly applying solutions.

I believe low productivity often stems from misalignment. It's crucial to over-communicate our business vision and how each role connects to it. This clarity on priorities and their impact motivates and guides the team, ensuring everyone understands their role in achieving our goals.

If your team's productivity is low then start by reviewing your leadership! Put the mirror up at yourself and discover any blindspots you may have. One invaluable model I use is the enneagram - this is gives you a deep dive into your motivations, fears and blindspots - they might be tripping you up. I then overlay that with Liz Wiseman's Multiplier model. So often leaders are accidental diminishers. They are using strengths that have served them well up until now - such as being the idea guy or the past setter - and now they are back firing and you are inadvertently shutting your team down! These insights can help you make shifts that will turn your team around! Get 360 feedback from your teams - ideally this is anonymous.

What is causing productivity to dip. What does that mean, in terms of tasks done, or KPIs met. Or, in terms of hours of focused work done. What is causing these-- is this something external (e.g. stressful period), internal within the team (dynamics), or internal within the individuals (e.g. work life spillover).

Vague goals like "improve productivity" are destined for disappointment. Instead, set SMART goals: Specific, Measurable, Achievable, Relevant, and Time-bound. Clearly define what "improved productivity" looks like for your team. Are you aiming for a 10% increase in output? Reduced error rates? Setting clear, achievable goals with measurable milestones provides direction and keeps everyone motivated.

SMART goals are your secret weapon for turning aspirations into achievements. 1) Specific: Clearly define what you want to achieve. Instead of "improve my skills," aim for "master data analysis using Excel by Q3." 2) Measurable: Track your progress with concrete metrics. Certificates earned, projects completed, or quantifiable performance improvements will keep you motivated. 3) Attainable: Set challenging but achievable goals. Becoming CEO overnight might be a stretch, but leading and completing a project within 6 months is definitely doable. 4) Relevant: Ensure your goals align with your career aspirations. 4) Time-bound: Give yourself a deadline!

SMART goals are pretty obvious. But what about DUMB goals. Distracting. Underwhelming Mundane Bureaucratic All too often people are stuck in jobs that bring out the worst in them because they don't feel there is enough motivation and are not stimulated enough to create SMART goals. The HARD goals are the ones that set us up for success. Heartfelt Animated Required Difficult When we combine SMART with HARD we have a winning solution.

SMART goals are terrific tools if utilized correctly. When written correctly, SMART goals are one of the most effective strategies because it changes the game from subjective to objective; it becomes measurable. The other piece is that leaders must be consistent in their follow up that mirrors the time frame or cadence in the goals. Without the follow up, they are just well-written goals.

Remember the time constructive criticism helped me refine my presentation skills? Feedback, when delivered effectively, is a powerful tool for growth. Establish a culture of open communication where team members feel comfortable giving and receiving feedback. Implement regular performance reviews, conduct pulse surveys, and encourage peer-to-peer feedback. Remember, feedback is not about blame; it's about growth and improvement.

As much as we would like to think there is an effective model here, it is important to note that we can overthink it. Great leaders have healthy relationships with their employees, and this can both give and receive feedback honestly. A leader with a trust-based approach will be able to give that feedback and have it received with the right intentions.

An even better tool for Feedback is the 'Clean Feedback' model which breaks feedback down into 3 elements Evidence: What did you see/hear Inference: What did you mind-read about what you saw/heard (your interpretation) Impact: What was the impact on you, the team/project/the client etc. Give these entirely from your perspective and know that the other person will have a different interpretation to their behaviours as well as what they were intending as impact. This feedback model opens dialogue rather than escalates to drama!

To keep track of progress, keep notes. Make a conscious effort to do this consistently, whether you keep handwritten or digital notes.

Conduct one-on-one or group discussions to understand their challenges. Are they overloaded, lacking resources, unclear about goals, or facing personal issues? Active listening is crucial. Consider using anonymous surveys or pulse checks to gather wider insights and identify common themes.

Imagine the electrifying energy when we tackled that challenging project together! Fostering engagement is key to rekindling your team's spark. Delegate tasks that align with individual strengths and interests. Encourage collaboration and brainstorming sessions. Celebrate individual and team achievements, big or small. Remember, engaged employees are not just productive; they're passionate and invested in the team's success.

Eine gute M?glichkeit w?re einen Tag aus der Arbeit oder aus dem Office rauszugehen, sich Raum zu nehmen, neue Ideen und kreative Impulse zu bekommen und L?sungen zu finden, um aus dem Tief rauszukommen. Ein pattern interupt kann Wunder bewirken!

I read an article by Daniel Goldman about leadership styles and its effect on productivity. According to Goldman there are 6 distinctive leadership styles. These are: 1-Coercive Style: Demand immediate compliance 2-Authoritative style: Mobilize people towards a common vision 3-Affiliative style: Creates harmony and builds emotional bonds 4-Democratic style: Forges consensus through participation 5-Pacesetting style: Sets high standards for performance 6-Coaching style: Develops people for the future The one style that has the most positive impact on productivity and engagement is the authoritative style. Second is affiliative, third coaching. Best you pick a style that suits the climate of your company!

El compromiso es la palanca que potencia tu motivación. Generar y desarrollar compromiso en tus equipos es un proceso, no es una acción puntual o una serie de acciones puntuales. Para trabajar el compromiso que vuelva a disparar los resultados económicos: * Habla con tu equipo y descubre cuáles son sus valores. * Crea un listado de aquellos objetivos, personales o profesionales que el equipo tiene. * Desarrolla, escribe y publica junto con tu equipo el propósito del mismo. * Entiende, vincula y explica el propósito de la empresa con el propósito de tu equipo. * Desarrolla tus reuniones a partir de lo obtenido en los pasos anteriores. * Mide y premia los comportamientos y competencias que te acercan al resultado, y no el resultado.

The team's jubilation when we reached that major milestone? Celebrating success, no matter how small, is a powerful motivator. Acknowledge individual contributions, publicly recognize team achievements, and organize celebratory events. A pat on the back, a team lunch, or even a simple "thank you" can go a long way in boosting morale and keeping everyone motivated.

Perhaps the biggest tool, or tools, is your ears. If productivity is low, then as a leader, we need to understand why. We must resist the desire to jump in, think we know best and use the latest leadership tool or approach. Truly listening to understand the challenges, both technical and human, is key. From there, you can work with your team to improve productivity. Leadership need not be complicated.

Celebrating success creates momentum. Commending and/or rewarding the individual, stating the reason why, can model what behaviours are exemplary, and therefore encourage others to follow.

While open communication and understanding root causes are crucial, implementing productivity tools like ProofHub can significantly boost your team's output. Analyze your team's data to identify bottlenecks and consider external factors, then strategically integrate tools to streamline workflows, improve communication, and enhance accountability. Remember, productivity tools are best utilized alongside fostering a positive, supportive work environment for long-term success.

In addition to these core principles, consider leveraging technology to your advantage. Project management tools like Asana or Trello can streamline workflows and boost collaboration. Communication platforms like Slack or Microsoft Teams can foster real-time communication and idea exchange. Remember, the right tools can be powerful allies in your quest for a productive and engaged team.

Digital tools may be helpful but the first part to improve productivity is to express empathy. Try to have candid conversation with team individually and in team to understand the reasons of low productivity. Once, understood, implement a plan to improve productivity within the team & execute it by giving accountability to the team. A team valued enough will always give more than enough. Managers/Leaders are busy finding digital tools but not concerned about the challenges one member or the entire team is facing on personal & professional level.

Trust is a vital ingredient in any successful organization. Without it, teams cannot collaborate effectively, and individuals cannot work toward a common goal. Many organizations have trust issues, leading to poor performance, high turnover rates, and a toxic work environment. At its core, trust is about risk. When we trust someone, we take a chance that they will behave in a certain way. This risk can be physical, emotional, or financial. By understanding the dynamics of trust, individuals and organizations can create an environment of reliability, integrity, and effective communication. These efforts contribute to building stronger relationships, enhancing cooperation, and promoting positive outcomes in personal and professional spheres.

without addressing the humanity of the people working for you, you’ll keep solving symptoms instead of problems. you can solution great people to death, taking them out of the work that brought them there to do a bunch of processes that make no sense. relationships are key. and so is ownership from a leadership perspective. if one student fails the test, it may be lack of preparation…but when a whole class fails, that’s a lack of teacher effectiveness.