Here's how you can ensure employees feel valued and respected in the workplace as a project manager.

Every individual yearns to be valued and respected, irrespective of their designations. Keeping the team's morale high is one of the key roles for a Leader. This can be done by a simple recipe: "Stay connected" 60 percent of leaders connect the purpose of employees’ work to what employees value, but fewer than half (44 percent) of leaders completely understand what their employees do. (O.C. Tanner) This clearly depicts how disconnected people are within their own teams. This is what needs to be strengthened for the team members to be able to feel valued and also have a sense of purpose in what they are doing on a daily basis.

1. Appreciate, when they do some good and great JOBs. 2. Keep on Encouraging the Employees when they are given some new activities. 3. Set some new goals and keep mentoring/supporting them

It is hard to determine efforts solely from results, but getting feedback, discussing the outcomes, understanding their struggles, and suggesting solutions will definitely be an eye-opener to your team's efforts.

Durante a constru??o de um centro comercial, notei que um dos supervisores trabalhava incansavelmente para manter a equipe motivada, mesmo em condi??es adversas. Eu o reconheci publicamente em uma reuni?o de equipe, destacando seu compromisso e impacto positivo no projeto. Posteriormente, recebi feedback de vários membros da equipe sobre como esse gesto os inspirou. Esse reconhecimento sincero n?o apenas motivou o supervisor, mas também incentivou uma cultura de aprecia??o em toda a equipe.

Em um projeto de incorpora??o imobiliária, percebi que alguns membros da equipe estavam enfrentando dificuldades com um novo software de gerenciamento. Organizei sess?es de feedback onde cada um podia compartilhar suas experiências e desafios. Ofereci treinamentos adicionais baseados nesses feedbacks e também pedi sugest?es sobre melhorias no processo. Essa abordagem de feedback bidirecional n?o só melhorou a eficiência do projeto, mas também fez com que a equipe se sentisse ouvida e respeitada.

Effective feedback is not just about pointing out what's wrong; it's about guiding, supporting, and empowering your team to achieve their best. When giving feedback, aim to balance both positive and constructive points. Acknowledge what the team or individual has done well to reinforce those behaviors. When addressing areas for improvement, be clear and offer actionable suggestions. This helps correct the course and demonstrates that you are invested in their growth and success. It's also important to create an open environment where feedback is a two-way street. Encourage team members to share their thoughts and suggestions as well. This inclusive approach fosters trust and collaboration, making everyone feel valued and heard.

O feedback é um momento de extrema importancia, mas percebo que passou a ser "cool" esse processo. é preciso estar atento, e fazer feedbacks de maneira construtiva e com empatia. Vejo hoje, empresas fazendo feedbacks programados por exemplo a cada trimestre, e que o feedback se torna mais uma "agenda", um momento de cobran?a, de levantar pontos do que sempre "se pode melhorar". é preciso ter cuidado, para que o profissional se sinta também reconhecido. O gestor que dá o feedback, precisa balancear sempre o que a empresa também está entregando de ferramentas para o contratado. é importante ter plano de carreira, pontos reconhecidos, pontos a melhorar, mas é preciso ter um equilíbrio, pra manter a motiva??o do profissional.

"Constructive" this is very powerfull and it should not be defined as per convenience. You should "listen to understand " and not " Listen to respond". Before providing feedback you "listen" think and then provide "constructive feedback". At times you have to accept your mistakes. The trust with your team plays vital role in overall working.

While it's important to allow your team members to thrive and learn at their own pace, it's absolutely necessary to provide constructive feedback when needed. Understanding the difference between simply giving your opinions and offering feedback that enhances their thought process and clarifies their mistakes is crucial. To maintain a harmonious environment, ensure that feedback flows both ways. Ask your team members if they prefer receiving feedback in a certain way or if they have any feedback for you. This fosters an open environment within the team, eliminating positional gaps and enabling the easy exchange of constructive feedback without resentment.

Em um grande projeto residencial, identifiquei um engenheiro civil com potencial para lideran?a. Eu o convidei para liderar uma se??o do projeto, oferecendo mentoria contínua. Isso n?o só ajudou no seu desenvolvimento profissional, mas também mostrou à equipe que oportunidades de crescimento estavam disponíveis para aqueles que se destacavam. Seu sucesso nessa nova fun??o motivou outros membros a buscarem melhorias contínuas e desenvolvimento dentro do projeto.

High-profile projects often require going the extra mile from everyone involved. One of the things that works well to set the right expectations is to give employees a chance to opt into a project. Consider an internal pitch to attract the right talent where you present the why, what, and its risks. Offer visibility into the project's importance and potential impact. This can be first discussed with team managers or employees directly. Those with a mindset focused on professional development will tend to sign up or at least come to discuss the opportunity. When the expectations are set, keep the engagement high, create psychological safety, seek for feedback throught the project.

Providing avenues for career advancement shows that an organization values its employees. Encourage them to enhance skills, assume new responsibilities, and lead projects that align with their career aspirations, demonstrating your confidence in their capabilities and fostering their professional development.

Reconhe?a e celebre as conquistas e contribui??es de cada membro da equipe, seja por meio de elogios públicos, b?nus ou promo??es. Crie um ambiente de trabalho inclusivo, onde todas as vozes sejam ouvidas e respeitadas. Promova uma cultura de feedback construtivo e bidirecional, incentivando os funcionários a compartilhar suas ideias e preocupa??es. Além disso, ofere?a oportunidades de lideran?a em projetos ou tarefas específicas, permitindo que os funcionários assumam responsabilidades maiores e demonstrem seu potencial. Ao fazer isso, você n?o só refor?a o sentimento de valoriza??o e respeito, mas também contribui para o desenvolvimento pessoal e profissional de sua equipe, fortalecendo o desempenho do projeto como um todo.

Investing in your employees' future is a win-win strategy that fosters loyalty and drives long-term success for your projects and organization. As a project manager, it's important to recognize and nurture the potential within your team. Encourage team members to take on new roles or responsibilities that align with their interests and career goals. Offer training programs, workshops, or mentorship opportunities to help them acquire new skills and knowledge. Recognize and reward their efforts by considering them for promotions or leadership roles when appropriate. By actively supporting your team's growth, you show that you believe in their capabilities and are committed to their success.

De mon expérience, je dirais que tout employé se sent plus à l'aise lorsqu'il est à la place qu'il convient. Dans un projet, il est crucial de mettre chaque personne à la place qu'il convient et à partir de là, chacun se sentira plus libre de s'exprimer pour la réussite du projet dans la tache qui l'incombe, suivant ses compétences. Par conséquent chacun aura vraiment l'impression de faire partie intégrante du projet à son niveau et sera plus à même de marquer le projet de son empreinte.

One of the most common reasons team members dislike their managers is the perception that the manager does not respect their life outside of work. As a manager, it’s crucial to recognize that work is work, and work isn’t life. This principle applies to both you and your team members. Listen to your team when they request personal time and discourage overworking. Establish ground rules to ensure a healthy work environment. Just because one team member is willing to work extra hours doesn’t mean it should become the norm for everyone. Remember that every month differs. Focus on achieving results and reaching team goals rather than competing and rushing to complete tasks.

This is very important and should not just be restricted to ladies. Every member of the team deserves this support. A good team leader should try to be interested in the life of team members to an extent . This will help to understand and better support them when necessary, ensuring a safe and productive work environment.

Work life balance is a key for effective working, the world is now transforming and the leading organizations now has centered focus on the work life balance for efficient results.

In my experience, a work-life balance is not just a trend, but an essential part of a fulfilling and productive working life. In our fast-paced world, it is more important than ever to find time for yourself and your family, friends and hobbies while achieving professional goals. A healthy work-life balance promotes satisfaction, creativity and performance. Employers who offer flexible working hours, remote working options and a supportive working environment invest in the well-being of their employees and thus strengthen the entire team.

There is nothing more important than being seen, both in life and at work. As a manager, it’s crucial to be a point of contact and a safe space for your team members. This doesn’t happen overnight but develops over time through words, actions, and a human touch. With each new team member, ensure no one feels left out by engaging in conversations that go beyond work topics. Discuss major life events and other personal matters that may be on their minds. Make it a give-and-take relationship. Show them that you are human too. These interactions help you understand how to actively engage and work with each team member, determine the type of work that suits them, and know exactly how your team functions, individually and as a team.

Just go for a coffee or lunch (even virtually). It doesn't have to be complicated. Good communication and cooperation promotes and strengthens the sense of belonging in the team and to the company.

To make employees feel valued and respected as a project manager, adding further: 1. **Celebrate Successes**: Acknowledge both individual and team accomplishments. 2. **Encourage Open Communication**: Foster an environment where team members can freely share ideas and concerns. 3. **Trust and Empower**: Delegate tasks and trust your team’s capabilities without micromanaging. 4. **Promote a Positive Culture**: Encourage collaboration and mutual respect within the team.

Within my team I led by self examples, ask the team about the expertise and tasks burden before assigning any task, trust every member and never stop them from their contractual vacations.

1. Provide clear role and responsibilities 2. Show them how their work is aligned to the success of the project outcome 3. Discuss what’s in it for them so they remained motivated 4. Acknowledge, appreciate efforts in public, give feedback in private 5. Maintain regular connect 6. If needed work with them navigating challenging situation s 6. Offer help and support. Be compassionate and empathetic

As a project manager, ensuring employees feel valued and respected involves active listening and open communication. Recognize their achievements publicly and provide constructive feedback regularly. Foster an inclusive environment where diverse opinions are encouraged and considered. Offer opportunities for professional growth through training and development programs. Demonstrate empathy and support work-life balance by being flexible with schedules and understanding personal commitments. Regularly solicit and act on employee feedback to improve the workplace. By creating a supportive and appreciative atmosphere, employees are more likely to feel respected, motivated, and engaged in their work.

Appreciate them in public (working group) but when they are wrong or you found them guilty then correct them personally in a private meeting.