Your team’s productivity is at an all-time low. What can you do to turn things around?

?? From my vantage point, unveiling the core issues hindering team productivity is paramount. ?? Diagnostic Tools Employ surveys and data analytics to pinpoint precise productivity impediments within your team structure. ?? Skill-Task Alignment Assess the congruence between individual competencies and their assigned responsibilities to ensure optimal performance. ?? Feedback Mechanism Institute a robust system for continuous feedback, fostering an environment of growth and adaptability. ?? Addressing the root causes of diminished productivity is not just about identification; it's about strategic action and continuous improvement.

I used an independent consultant to hold confidential meetings with the whole team individually. The findings from that were played back to the whole team. As the leader, I apologised for the failings, listened to feedback and promised to put in actions to improve morale and connection. After that initial meeting many of the team contacted me directly because they hadn’t realised the part they were playing in the morale by focusing on negatives. Together we set up a series of meetings with responsibility for chairing changing each week, we looked at social activities during the work day once a month, we described roles, super powers and projects so we all knew why we needed each other. It was a complete game changer.

Algo que sempre me pareceu útil e importante é o que hoje chamo de "partilha do suficiente". Há inúmeras vozes reverberando a premissa de que a alta performance de qualquer equipe depende impreterivelmente de um propósito comum, que justifica a reuni?o de determinados cargos em um mesmo time. Assim, é naturalmente necessário que a equipe esteja antes de tudo ciente desse propósito. A produtividade depende, adiante, do bom desdobramento de outros dois aspectos: a tradu??o desse propósito comum em objetivos e tarefas, com clareza e assertividade, e a conex?o desse propósito comum com os propósitos e perspectivas profissionais dos integrantes. O engajamento à produtividade (qualitativa e quantitativa) convida o colaborador ao êxito.

When you reach the performance floor with your team it is time to "stop the ball" and analyze the causes of the situation in depth. ? First you need to reflect as a leader, don't blame your team for the bad results. ? Then seek to know what your team thinks, in a trusting and safe environment, respecting everyone's opinions. Important: Opinions are not about people, Opinions are about situations or circumstances ? Finally ask for feedback from peers and superiors. ?? A 360-degree view will allow you to re-shape the game.

If productivity has dropped due to burnout and morale, no amount of objective setting is going to help get the team out of the rut. The most important thing before looking at "fixing" root causes is to reduce the pressure on the team and buy them enough headspace to formulate a plan and start executing on it. If you empower the team to forge their own path, they will come out the other side significantly more resilient and better prepared to deal with similar issues in the future.

Si el equipo tiene su punto más bajo de #rendimiento hemos de analizar los motivos, hablando con los miembros de forma clara y eficiente, enfocándose en optimizar el resultado que hasta ahora tiene la compa?ía. Tras el análisis, llega la toma de #acción y siempre implicando a el equipo. Es como se conecta con las personas y se les da responsabilidad, determinará las maneras en la respuesta y mejora de la eficiencia. La #comunicacion efectiva e #implicación #responsable de todo el equipo es básico en el óptimo funcionamiento del mismo, asegurando que el rendimiento sube en caso de estar en su punto más bajo.

Desenvolva uma comunica??o clara e transparente. Realize reuni?es regulares para atualiza??es e feedback. Certifique-se de que as expectativas e objetivos sejam compreendidos por todos. Ou?a ativamente e seja acessível, mostrando empatia e compreens?o pelas preocupa??es da equipe.

Comunicarse abierta y empáticamente con el equipo es esencial al abordar la productividad. Compartir hallazgos, objetivos y planes de manera transparente crea confianza. Explicar la importancia de la productividad y escuchar las opiniones del equipo fomenta la colaboración y la alineación. Involucrar a los miembros en la toma de decisiones promueve un sentido de pertenencia y compromiso con las soluciones propuestas. La comunicación efectiva es clave para superar desafíos y mejorar la productividad colectiva.

After identifying the prime reasons for the lack of motivation in the team, try to communicate the causes to your team members. Communicating and boasting the morale of each team member individually (if possible) can be really effective. You should essentially also prompt them to share their issues and queries with you and try to identify the key reasons why the whole team is low. Asking for their suggestions and feedback is another key way to identifying and solving problems.

Ich m?chte die Produktivit?t meines Teams steigern und dafür muss ich mit ihnen kommunizieren. Ich muss ihnen sagen, was die Probleme sind, was die Ziele sind und was die L?sungen sind. Ich muss auch auf ihr Feedback h?ren und sie in die Entscheidungen einbeziehen. Ich muss transparent, ehrlich und einfühlsam sein. Ich muss positiv, motivierend und anerkennend sein. Ich muss den richtigen Kanal w?hlen, die Botschaft strukturieren und das Verst?ndnis überprüfen. So kann ich Vertrauen, Ausrichtung und Zusammenarbeit in meinem Team f?rdern.

La claridad de los objetivos, su medición y todo lo que implica pasar el filtro smart o smarter, da garantía a la viabilidad de esa meta y su esfuerzo para conseguirlo. Unos objetivos que no tengan esa claridad desmotiva al equipo para volver a realizar lo necesario para conseguirlos. Baja la confianza y el compromiso.

Através da defini??o de Metas as quais baseiam-se em 05 fatores como: específica, mensurável, atingivel, relevante e temporal e estabelecendo critérios que ir?o orientar para que seja o mais objetivo possível e facilitando o alcance necessário.

Defina metas Específicas, Mensuráveis, Atingíveis, Relevantes e Temporais. Trabalhe com a equipe para estabelecer essas metas, garantindo que sejam desafiadoras, mas realistas. As metas SMART ajudam a focar esfor?os e proporcionam um senso de dire??o e realiza??o.

Goal setting should be SMART no doubt about it, but was the team members given proper direction, support and end result to meet that goal, the answer is no for most cause. Setting goal doesn't make the team member to start the work and achieve immediately, any given team when he is deviating from his goal team leader should act as team member and work along with him and navigate to right direction.

Defina objetivos que sejam Específicos, Mensuráveis, Atingíveis, Relevantes e Temporais para direcionar e motivar a equipe. Metas SMART orientam a equipe, fornecem foco, ajudam na motiva??o e facilitam o monitoramento do progresso. Além disso, permitem a avalia??o do desempenho e o fornecimento de feedback e reconhecimento, aspectos cruciais para manter a equipe engajada e direcionada aos objetivos.

Effective leadership and teamwork depend heavily on delegation. In addition to reducing workloads for all involved, utilizing the varied talents and abilities of team members creates a climate of empowerment and trust. Clear direction and continuous support ensure that duties are completed effectively and create chances for skill improvement and advancement.

Empowerment involves giving team members autonomy and control over their work, which can lead to increased job satisfaction and efficiency. Involving them in decision-making makes them feel valued and part of the bigger picture. This sense of ownership often results in higher-quality work and innovation. Alongside empowerment, motivation plays a key role. Regular recognition of individual and team achievements is essential. This can be through formal recognition programs, informal praise, or tangible rewards. Tailoring these rewards to individual preferences and values can make them more effective. Additionally, providing opportunities for professional growth and development is a powerful motivator.

Neste contexto, vale estabelecer pequenos desafios, dentre as atividades a serem entregues e comemorar cada passo avan?ado. Estabelecer contato mais próximo com o time, dando o suporte necessário e direcionando para o foco de conclus?o das atividades priorizadas.

Avalie as habilidades e interesses de cada membro da equipe e delegue tarefas de acordo. Ofere?a treinamento e desenvolvimento para melhorar as habilidades. Ao delegar, você n?o apenas alivia sua carga de trabalho, mas também empodera sua equipe, aumentando a confian?a e a responsabilidade.

En el laboratorio, delegar tareas podría implicar asignar la responsabilidad de ciertos análisis específicos a los miembros del equipo que poseen habilidades particulares en esas áreas. Esto no solo optimiza la eficiencia, sino que también empodera a los miembros del equipo para utilizar sus conocimientos y habilidades de manera más completa, fomentando su desarrollo profesional y aumentando la calidad general del trabajo en el laboratorio.

Cerrtifique-se de que a equipe tenha os recursos necessários para realizar seu trabalho de forma eficiente, seja em termos de ferramentas, treinamento ou suporte. Promova uma cultura de colabora??o, onde os membros da equipe possam compartilhar conhecimentos e experiências para resolver problemas de forma conjunta. E, importante,? reconhe?er e recompensear o bom desempenho, e forne?endo feedback construtivo para ajudar os membros da equipe a melhorar continuamente.

It is highly important to make sure that the team or a member is completely ready with the required skills or training before jumping into the action. Continuous Skill Development helps at each stage.

Enhancing productivity requires equipping your team with essential tools and resources: Identify Needs: Assess what physical tools (equipment, software, systems) and intangible resources (training, coaching, mentoring) your team needs to perform efficiently. Invest Wisely: Allocate budget towards tools and resources that directly improve skills, knowledge, and performance. Ensure Accessibility: Make sure the team can easily and safely access these tools and resources. Ongoing Support: Provide continuous training and support to maximize the benefits of these investments. By carefully selecting and providing the right tools and resources, you can significantly boost your team's productivity and effectiveness.

En el contexto del laboratorio clínico, proporcionar las herramientas adecuadas podría implicar la actualización de equipos de análisis, la implementación de software de gestión de datos eficiente y la oferta de programas de formación continua para mantener al equipo al tanto de las últimas tecnologías y mejores prácticas en el campo. Estos recursos no solo mejoran la productividad, sino que también contribuyen al desarrollo profesional y a la calidad de los servicios ofrecidos por el laboratorio.

Garanta que sua equipe tenha as ferramentas e recursos necessários para realizar seu trabalho de forma eficiente. Isso pode incluir softwares, equipamentos apropriados ou acesso a treinamentos. Uma boa infraestrutura e suporte técnico s?o fundamentais para a produtividade.

é necessário reconhe?er a importancia do equilíbrio entre trabalho e vida pessoal, incentivando pausas adequadas e horários flexíveis, quando possível. Estando aberto a experimentar novas abordagens e técnicas para melhorar a produtividade da equipe, e incentive a aprendizagem contínua. Implementar medidas simples e objetivas pode ajudar a reverter a baixa produtividade e promover um ambiente de trabalho mais eficaz e satisfatório para todos.

Boosting team productivity requires a good approach, with promoting well-being at its core. Start by open communication channels where team members feel comfortable sharing concerns and ideas. Emphasise the importance of work-life balance, encouraging regular breaks and providing flexibility in scheduling. Promote physical health through wellness initiatives and mental health support through access to resources and discussions around well-being. Recognise and appreciate team members' contributions regularly, fostering a positive work environment. Finally, cultivate a sense of purpose by connecting team members to the broader impact of their work and promote social connections through team-building activities.

Fomente uma cultura que valorize o bem-estar e o equilíbrio entre vida profissional e pessoal. Incentive pausas regulares, flexibilidade de horário e atividades de team building. O bem-estar físico e mental dos funcionários é crucial para manter a motiva??o e a produtividade.

Also be super aware that what you say matches your actions and behaviour. Others judge us on what they see and how we behave, not our intent.

When we face the scenario of either high or low productivity compared to normal or planned, we should look into it because the resources are either overstretched or under severe stressful state. Certainly it confirms the resources are struggling to manage their work-life balance and hence, their well-being! Ideally, each team member should be able to complete their work within the planned period safely and without any defect or rework. This will allow them to enjoy their personal life whilst meeting their productivity targets! If the productivity level stays normal and their well-being found to be in the best state, I know the team is in the right path to become a high-performing team!

Beginning the day that bit earlier with a solid plan in place for each individual helps ensure they stay on track and know what their goals are for the day. Being a positive and encouraging influence on a morning team call sets the tone for the day and people respond well to it. People find it hard to be both a friend and a leader but if done right the respect level is much higher. Making decisions (even if it is the wrong one) is how you learn and grow as a leader.

Though we call it a team, for me each individual is different and different things motivate different people. Some perform better with incentives, some with encouragement, some with motivation and some with recognition. So, as a leader one has to try all these with a team. The 3 R (Reward, Recognition and Respect) makes wonder in strengthening a team. Try these!!

Dicas Adicionais Reconhecimento e Feedback: Regularmente reconhe?a o bom trabalho e forne?a feedback construtivo. O reconhecimento aumenta a moral e a motiva??o. Fomentar a Inova??o: Encoraje a criatividade e a inova??o. Permita que a equipe experimente novas abordagens e ideias, o que pode levar a melhorias na produtividade e satisfa??o no trabalho. Análise e Ajustes Contínuos: Monitore o progresso regularmente e esteja pronto para fazer ajustes conforme necessário. Uma abordagem flexível permite que você responda a desafios e mudan?as de forma eficaz. Ao implementar essas estratégias, é importante manter uma abordagem holística e adaptativa, reconhecendo que as necessidades e circunstancias da equipe podem mudar ao longo do tempo.

Whenever my formerly high-functioning teams stop producing, I don’t need to look far for a root cause — It’s usually me. Either it’s something I have said or failed to say that stops them in their tracks. Whether you call it “Eating crow” or eating some humble pie, I usually find it helpful to recap why we formed the team, what our agreed upon goals are, what we’ve accomplished so far, who we still need help from, highlights and insights and lessons I have learned from them during the process. I am deliberate to ask what further resources and support I can provide. Then I listen to them carefully. Lastly, — the most important step in resuscitating their productivity— I look for the perfect opportunity to apologize. Most times, that works!

I agree with all the strategies for enhancing team productivity: effective communication, delegation and empowerment, setting SMART goals, providing tools and resources, and promoting well-being. However if team productivity remains low, I believe it's essential to revisit and start afresh. Firstly, assessing the situation and communicating with team members is crucial. Is it the morale of one team member affecting the entire team, or has a recent organizational change disrupted progress ? Once we've identified the root cause, we can focus on addressing that specific issue. Finally, constant evaluation and proactive problem-solving are key to maintaining high team productivity.