You're facing changes in operational plans. How can you ensure your team members are effectively informed?

It’s always important to inform early so you get everyone on board and you can plan. While you might think you have it all figured out, the contributions others are key. Reconsider when necessary. It’s not second guessing, it’s being smart! It might just add so much value that it drives you and your team to succeed sooner and more efficiently.

Inform early and reinforce through multiple channels (written, verbal, group and 1:1). Include the following: - what has changed and why - what has not changed and why not (this is absolutely critical) - which elements of the plan are now decided and we need to simply execute the details vs which elements have some room for refinement (this is critical for ensuring debate/discussions stay productive and helps get buy-in) - reinforce success measures of this plan - clear next steps, who is responsible, and by when

It's very crucial to inform the impacted team members regarding any changes in Operational Plans. It helps us to gather feedback from the early stages and plan the change in a structured way. Identifying change champions and also establishing a feedback mechanism could help to make changes seamlessly with minimal Impact.

Keep contact with team to update the most information and the best communication to ensure the team understand what they should do

It is also important to highlight challenges that the change will bring. It is important to discuss contingencies early to build trust in the overall process and among team members.

Communicate Clearly: Outline the changes and their reasons, emphasizing how they align with the team’s objectives. Define New Goals: Clearly state the updated objectives and how they impact individual and team roles. Provide Context: Explain the broader impact of the changes on the project or organization to help team members understand their relevance. Set Expectations: Detail what is expected from each team member in terms of tasks, deadlines, and responsibilities. Offer Support: Provide resources or training if needed to help team members adapt to new objectives. Encourage Questions: Create an open environment where team members can ask questions and seek clarification. Lastly, give clear updates! People deserve to know.

For me, clear objectives are specific, measurable, achievable, relevant and time-bound targets that provide clear direction and motivation for employees. They help to maintain focus, measure progress and ultimately achieve success. A clear goal answers the questions of what exactly is to be achieved, how it will be measured, whether it is realistic, how it contributes to the overall vision and by when it is to be achieved. Clear objectives are essential for the success of a project or organization. By applying these criteria and taking a structured approach to goal setting, teams can work in a focused way, measure progress and ultimately achieve their goals more effectively.

Sugiro algumas estratégias eficazes : 1. Comunica??o Clara e Frequente: Utilize canais de comunica??o formais e informais, como e-mails, reuni?es, e intranets, para informar a equipe sobre as mudan?as. 2. Reuni?es de Alinhamento: Realizar reuni?es regulares de equipe ou sess?es de alinhamento, tanto formais quanto informais. 3. Utiliza??o de Tecnologia: Ferramentas como Slack, Microsoft Teams ou plataformas de gerenciamento de projetos como Trello e Asana podem ser usadas para disseminar informa??es em tempo real. 4. Feedback Contínuo: Fóruns abertos e pesquisas de opini?o podem ser boas práticas. 5. Lideran?a Ativa: Líderes e gestores devem estar visivelmente envolvidos no processo de comunica??o.

En mettant en place des objectifs communs, vous alignez les efforts de l'équipe autour d'une vision partagée. Utilisez des outils de gestion de projet comme Asana ou Trello, l'objectif étant de définir des objectifs SMART (Spécifiques, Mesurables, Atteignables, Réalistes, Temporels) et de suivre les progrès de l'équipe. La reconnaissance motive et valorise les contributions individuelles et collectives. Mettez en place des programmes de reconnaissance formels, comme des "employé du mois" ou des primes pour l'atteinte des objectifs, ainsi que des remerciements informels lors des réunions.

When conveying these changes, set clear and concise objectives. This ensures everyone understands the new goals and what is expected of them, minimising confusion and helping the team stay aligned.

Alongside clear objectives, provide comprehensive guidance on how these changes will impact daily operations. Outline specific steps and provide resources or support to help team members navigate the new processes effectively.

If the Operational Plan is well defined, amassed/created by a collaborate Team, and monitored / reported on continuously (but not micro-managed), then there should always be Open Dialog. If not, then that should be "nipped" quickly, with reminders of the cause/effect of hidden results, topics of disinterest, finger-pointing, etc - all of which create Team turmoil. Operational Plans always have interdependencies and the dominos will collectively topple if what needs to happen vs what is happening is not visible. Not negatively profiled - but examples as a series of successes (which includes replanning due to unforseen consequences).

Foster an environment of open dialogue where team members feel comfortable voicing their concerns or seeking clarification. This not only helps in addressing any potential issues early on but also promotes a culture of trust and collaboration.

The introduction of OKRs requires clear objectives, regular reviews, effective communication and continuous adjustments. OKR, which stands for Objectives and Key Results, is for me the most powerful method for goal setting and performance management. By using OKRs correctly, teams can improve their alignment, measure progress and achieve their strategic goals much more effectively. I really like it.

Keep a close eye on how the team is adjusting to the new plans. Regular check-ins and progress reviews will help identify any areas where further support may be needed and ensure the team remains on track to meet the updated goals.

Be flexible and willing to make adjustments as you monitor progress. If any unanticipated challenges arise, be ready to offer additional guidance or modify the plan to better suit the team’s needs, demonstrating a proactive and supportive leadership approach.

Une entreprise agile où règne une bonne qualité de vie au travail. Recadrer un employé, piloter une conduite de changement, diriger une équipe pour atteindre les objectifs de sa hiérarchie, savoir assumer une prise de décision... autant de compétences managériales qui feront de vous un bon manager. La gestion des ressources humaines évolue, les relations hiérarchiques interpersonnelles, inter-entreprises et intra-entreprises aussi. De nouveaux enjeux managériaux tendent justement à replacer la qualité de vie au travail au centre des débats.