Being a new manager is hard enough, but what if you inherit a team that is struggling with low morale, poor communication, and conflicting priorities? How can you turn things around and create a positive and productive work environment? Here are some tips to help you build trust and improve performance with your challenging team.
Before you jump into action, take some time to understand the current state of your team. What are their strengths and weaknesses? What are their goals and challenges? How do they interact with each other and with other stakeholders? How do they feel about you as their new manager? You can use various methods to gather this information, such as surveys, interviews, feedback sessions, or observation. The more you know about your team, the better you can tailor your approach to their needs and preferences.
Building trust with a challenging team starts with creating an environment where open communication is encouraged and valued. As a new manager, it's essential to establish regular check-ins and team meetings where everyone feels safe to voice their opinions, concerns, and ideas without fear of judgment or repercussions. Emphasize the importance of honest and respectful dialogue. This approach not only helps in understanding team dynamics but also in identifying underlying issues that may be affecting team performance. A transparent communication channel paves the way for stronger relationships and a more cohesive team.
Make the 'assessment' as personal as possible. Adopt a warm, humble and sincere posture. We are dealing with complex individuals with various goals, motivation, background and personality. The last thing such a team wants is someone who treats this like another 'project' or is somewhat distant from the rest of the team. Nothing beats one-on-one sessions, genuinely trying to understand each team member as a person and some thoughts they might have on the current situation. That way, trust is slowly built on personal levels, and having gained their individual trust, it will be easier to align and build such an environment at the team level.
Before making changes, have one-on-ones with each team member to understand their perspectives and experiences. Identify strengths you can leverage.
Building trust and establishing personal connections with your team members can be crucial. A strong and healthy relationship within a business environment is always the catalyst for achieving success. Encourage open communication by allowing team members to express their ideas and aspirations. Conduct individual sessions followed by team sessions where everyone can contribute. Ultimately, the best ideas should prevail and lead to positive outcomes.
I believe in the following approaches that can be used : 1. Establish clear expectations: Clearly define goals, objectives, and performance expectations for each team member. Ensure that they comprehend their roles and responsibilities. 2. Lead by example: Exhibit the behaviors and work ethic you anticipate from your team. Demonstrate professionalism, integrity, and a strong work ethic to earn their respect. 3. Foster relationships: Take the time to personally get to know each team member. Show genuine interest in their concerns, aspirations, and personal lives. Regularly check in with them to understand their challenges and offer support.
As a new manager, you have an opportunity to set the tone and direction for your team. You need to communicate your vision clearly and consistently, and explain how it aligns with the overall strategy and objectives of the organization. You also need to communicate your expectations and standards for your team, and how you will measure and reward their performance. By communicating your vision, you can help your team understand the purpose and value of their work, and inspire them to achieve their potential.
Firstly, understand the team's current context and challenges so you can craft / fine tune your vision accordingly. Secondly, setup connects to walk them through your ideas and goals. Be sure to provide your rationale for key decisions, viewpoints; and listen to feedback, so you can incorporate them into your plan. Finally, make this a recurring practice.
In these situations, I prefer to have everyone complete a questionnaire or survey where they provide feedback on team values. I then analyze the responses to formulate a "team contract" that reflects the agreed-upon values. This contract outlines how we collaborate, prioritize, and define our collective identity. This process fosters a sense of cohesion within the team and helps ensure that everyone adheres to the established boundaries.
Building trust with any team involves authenticity, empathy, and consistency. Be transparent about goals, challenges, and decisions. Encourage open dialogue and active listening to address concerns. Communicating your vision requires clarity, storytelling, and trust. Paint a vivid picture of the end goal, why it matters, and how each team member contributes. Use various mediums—meetings, visuals, emails—to reiterate the vision consistently. Celebrate milestones to reinforce progress and commitment to the shared vision. Your team needs to see you not only as an authority on the business needs but also to know that you have their best interest in mind and, most importantly, that you are a human.
One of the most important skills for a new manager is listening. You need to listen to your team members, not only to understand their perspectives and concerns, but also to show that you care and respect them. You need to listen to their ideas and suggestions, and encourage them to share their opinions and feedback. You also need to listen to their feedback on your own performance, and be open to learning from them. By listening and learning, you can build trust and rapport with your team, and foster a culture of collaboration and innovation.
As a new manager, the best approach to build a high performing team is to listen & learn from your team. Create an environment where your direct reports feel comfortable sharing their ideas, candid feedback, and ways to improve the team culture, while delivering results. Although you have the manager title, your goal should be to become the leader of your team. That can only happen by listening and learning what works & doesn't work for your team.
In my experience, a humble leader will put on the boots and work alongside his team to truly understand the valid concerns from the frivolous ones. Many times, the "leader" of the challenging employees doesn't want to see positive change, only disruption. Sort him/her out and make only those adjustments that will benefit the team and earn their trust. If you're not prepared to enter the fray you'll never understand the important roles on your team. Empower them to be a part of the rebuild, speak to them, and not at them.
It is very important for any new manger to Learn to trust their team. Don’t be a micro manager… Try to be Leader and not Boss.. And Super Important be a feedback GURU.. Learn to take and give feedback
Would like to reiterate what Mr. Simon Sinek said at a Ted speech. If you go in a team or in a meeting and start by saying, “This is the agenda and this is what my opinion is..”, no matter how hard you try after that, you won’t be able to get the exact thought process of all your colleagues as you have already set a bias in the discussion. Starting over with the agenda and then listening to what everyone has to say first, will not only provide an unbiased opinion but also provide you with some great ideas as well and will also foster positive discussions.
Every new manager embarks on a rollercoaster of emotions and thoughts, questioning their ability to succeed or stumble in their new role. However, one effective and result-driven approach emerges: listening. Whether it’s feedback, ideas, or suggestions, the power lies in simply listening. By attentively tuning in to the voices of team members, a new manager not only fosters empowerment but also cultivates a culture of collaboration and mutual understanding.
Another key skill for a new manager is empowering. You need to delegate tasks and responsibilities to your team members, and give them the autonomy and authority to make decisions and solve problems. You need to trust them to do their best, and avoid micromanaging or interfering with their work. You also need to support them by providing them with the resources, tools, guidance, and feedback they need to succeed. By empowering and supporting your team, you can boost their confidence and motivation, and enable them to grow and develop their skills.
Team members should be encouraged to take decisions and accept challenges in their roles which will encourage them take ownership of the work. And also there should be a forum for open talk to provide their perspective on problems & solutions which internally encourages to team members to know each other’s perspectives.
Empower teams by promoting active listening, continuous learning, open communication, feedback loops, and collaboration. Listen to your team, stay updated, foster dialogue, welcome feedback, and harness collective team expertise. I also strongly believe in radical candor, and challenge but do not disrespect. These guidelines create an environment where innovation thrives, and product management becomes more effective and successful.
Finally, as a new manager, you need to recognize and celebrate your team's achievements and efforts. You need to acknowledge their contributions and accomplishments, and show appreciation and gratitude for their work. You also need to celebrate their milestones and successes, and create opportunities for fun and socialization. By recognizing and celebrating your team, you can enhance their morale and satisfaction, and strengthen their loyalty and commitment.
Success should be celebrated and failures should be accepted as. Learning. Always highlight team members strength and encourage them continuing the same by acknowledging it. Mentor the team members on their weak areas.
It's so important to genuinely celebrate people and their contributions. A "challenging team" is often a euphemism for "team who has not been treated with trust and respect in the past". You have to correct that by providing lots of positive reinforcement. The key here is that the reinforcement needs to be GENUINE and AUTHENTIC. Doing a fake celebration or a token boilerplate acknowledgement of someone's contributions are likely to make the situation worse and alienate the team from you (with good reason).
By consistently recognizing and celebrating my team, I intend to boost morale, increase job satisfaction, and cultivate a sense of loyalty and commitment among team members. This comes from showing appreciation in a Slack message, an email to your boss about your team members, or during a team meeting. And it doesn't mean it always has to be a significant achievement - it can even be an appreciation for someone's work ethic or approach to the subject matter. But showing that you notice and take the time to see their strengths is vital if you want to be a trusted and respected leader.
Siempre es bueno escuchar a todos los trabajadores del área, problemas recurrentes, posibles soluciones, tener un tiempo determinado de evaluación para ellos y así poder determinar si es necesario los cambios para repuntar o solo necesita algunos ajustes el equipo para funcione
In my experience, challenges can be overcome with clear communication, leading to a harmonious work environment. ?? ?? ?? Regular updates ensure everyone is on the same page, reducing anxiety and speculation. Say there's a significant shift in the business plan. Promptly informing your team keeps them in the loop and shows your commitment to transparency - a vital trust-building factor. Your actions as a manager can significantly influence your team's dynamics. So, leverage clear and frequent communication to build trust and enhance performance. ??
Employees value authentic leadership and will not thrive until they believe their leader cares about them. 1) Know your teammates, intently listen and understand what drives their happiness within the context of work as well as outside. 2) Invest time in seeking to understand every individual's capability, ambitions and continue to scan for opportunities where their strengths and motivations intersect. 3) Be clear, have regular feedback loops on your teammates growth areas which in turn will help them to navigate and grow their career.
To build trust and improve the performance of a challenging team, you need to be honest, show empathy, respect, and appreciation, and, last but not least, lead by example. Leading by example demonstrates the values and work ethic you expect from the team. Leading by example establishes credibility and reinforces a strong work ethic within the team.
1-Conoce la organización 2-Analiza la información 3-Entienede el histórico y el por qué 4-Apunta lo que te extra?a en un papel 5-Empodera y apoya al equipo 6-Lanza, mide y aprende 7-Centrate en el proceso y asegura que están cómodos 8-Comunica tu visión
Being a great leader, as opposed to just a good one, involves showing empathy, leading by example, and dedicating time to your team. Through my experiences leading and managing teams, I've discerned the differences between good and great leaders. While good leaders focus on task completion, great leaders go beyond by challenging and expressing gratitude for contributions. The work environment is a reflection of the leadership approach—whether it's characterized by clear communication, respect, and trust, or by micromanagement, mistrust, and gossip. It's essential to sow the values you desire in the workplace for optimal team dynamics.