You’re struggling to get your team on the same page. How can you improve communication and productivity?

Spice up communication: Clear goals: Set SMART goals and regularly update them to keep everyone aligned. Open channels: Encourage team discussions using various tools (meetings, chats, surveys). Active listening: Really listen to understand, not just to reply. Feedback frenzy: Give and receive constructive feedback regularly for growth. Boost productivity: Delegate smartly: Play to team strengths and empower ownership. Prioritize ruthlessly: Focus on high-impact tasks and eliminate distractions. Track progress: Use tools or rituals to monitor progress and celebrate wins. Celebrate success: Recognize achievements, big or small, to fuel motivation. Clear communication and focused effort are the keys to unlocking your team's full potential!

?? Elevate your team's game with strategic moves: 1?? Precision Goals: Define a join vision for clear productivity ?? 2?? Synchronized Tools: Optimize teamwork with seamless platforms ??? 3?? Feedback Excellence: Motivate with recognition and insights ?? 4?? Skill Uplift: Foster a learning culture for a top-tier team ?? 5?? Trustworthy Leadership: Integrity breeds enduring success ?? 6?? Constant Refinement: Regularly adapt strategies for sustained success ?? Leadership? Trust and inspire. Stay authentic, inspire trust, and watch your team soar! ????

It's one thing to "tell" your team what you want and need. It's another to verify with them- what did you hear? What do you understand as your responsibilities as far as the task I've assigned to you. This step can help close unforeseen gaps in communications.

Most often leaders struggle to get their team on the same page due to an unclear vision. Here are several questions leaders can ask themselves to write a clear, compelling vision. 1. What does the organization truly value? 2. How does my team fit into the bigger picture of the organization? 3. What specific contributions will my team make to help achieve the organization's goals? 4. What is the significance and value of these contributions? 5. How can we form partnerships and alliances to enhance our impact? 6. What can we do to increase the visibility and credibility of our contributions?

Em termos de METAS CLARAS é muito importante haver sentido, racional, veracidade e nexo nas metas. Partindo disso o 1o ponto é que elas estejam ligadas a vis?o da organiza??o e que esta vis?o (3-5 anos) já tenha sido previamente discutida, alinhada entre todos. Logicamente este racional e vis?o precisam fazer sentido com o momento do mercado, concorrentes e nossos clientes. A partir daí é crucial que haja um racional claro de atribui??o de metas, e que seja apresentado de forma aberta, lógica, sustentada e justa. Ao final disso é muito importante ter clareza do "como", ou seja, qual será o apoio, o modus operandi e tudo o que poderá apoiar cada profissional.

Providing your team with the right tools helps increase productivity. The right tools will help your team perform their duties effectively, save time and effort.

One tool I love to use is Fellow. It's easy to use and it can organize virtual meetings, provide structured agendas, collaborative note-taking, and action item tracking to ensure everyone is accountable to their action items. It's a great tool for streamlining remote-first teams.

Not only the use access to those tools and resources, but to be sure that they are being well used in both ways, either by the customer or whoever is responsible for managing this relationship.

Recognition is a great way to raise worker moral and motivate others. Mid year and annual reviews are also a great time to review and get important feedback from your manager. This is also where you can create new goals for yourself and learn new ways you can contribute to the office.

This point is one I resonate with a lot lately. Regular communication is important, especially when there are any changes or increases in workload. In a smaller setting, this can be useful to read the room and if there is anything you can do about the morale of your workers, if it is low, you may find that an increase in morale leads to an increase in productivity and therefore an increase in work output overall. Invest not only in your customers, but in your employees, too. After all, the employees are the ones who serve the customers along with all business partners, associates, etc. Everyone is on the same team.

Open discussions are the key to this feedback and recognition loop. Consider having a START - STOP - CONTINUE call. This is where the team gets together to share what they want to START (new initiatives), STOP (what's not working), and CONTINUE (what's working well to double down on). Simple exercise works absolute wonders for collaboration and closer team dynamics.

Feedback é crucial para o processo. O formal é importante, mas acredito ainda mais no do dia a dia, em momentos de reconhecimento do profissional ao grupo e mesmo individualmente a cada momento de ponto de oportunidade. Nos dias de hoje acho fundamental que o processo seja feito constantemente e se possível no momento em que algo ocorre (seja positivo ou oportunidade) afim de que as equipes tenham o fato e o ambiente muito claros. N?o precisamos parar em nossas equipes, operamos em um sistema e muitas vezes temos contribui??es importantes a outras áreas, sejam pontos positivos ou mesmo de oportunidade (sempre de forma contributiva, objetivando o crescimento).

Muitos líderes acabam n?o dando conta da demanda feedback, o que impacta no engajamento e comunica??o do time. Uma maneira eficaz é dar a responsabilidade a quem de fato é responsável, ou seja, a própria pessoa liderada. 1- alinhe essa expectativa de carreira; 2- atribua a ela a responsabilidade de marcar o próprio feedback na agenda; 3- defina a periodicidade e acompanhe a autogest?o; 4- direcione nos pontos n?o trazidos pela pessoa liderada; 5- falel sobre autogest?o e autolideran?a com o time. Isso vai ajudar na gest?o do time como um todo, mas principalmente, no desenvolvimento do protagonismo de carreira.

Recentemente fizemos um trabalho de desenvolvimento para equipes de alta performance e o fundamental do trabalho é que a equipe se auto avaliou e montaram os planos de a??o para melhorar a comunica??o, eficiência e até montaram um programa de reconhecimento. No fim, dar espa?o para as pessoas contribuirem, se sentir parte, e serem parte da solu??o tem sido mais eficaz do que teorias e metodologias.

Sou a favor de simplificar e intensificar este processo. Acredito que é muito possível mapear pontos de destaque em pessoas de cada uma das equipes e utilizá-los como desenvolvimento para outros colegas. Um exemplo, um gerente regional é muito bom em desenvolvimento de plano de negócios e outro ainda está em evolu??o. N?o há aprendizado mais efetivo do que atuarem juntos, trocar conhecimento e evoluírem. Isso n?o pode ser feito de forma desorganizada, há de se mapear fortalezas e pontos de oportunidade e a partir daí de forma sistemática iniciar as trocas com jornada clara, pontos de contato e expectativas mapeadas e clara expectativa de evolu??o ao final do processo.

I am always learning in the workplace, no matter how many years it has been. It is important to stay up to date with the newest technology and software, as overwhelming as it may be at times. Just remember to go slow, don't be afraid to ask for help, and encourage your team members to help out.

NO matter how much you grow as an SME, we will always have a learning factor. With Rapid changing industry, rapidly changing technology, we need to constantly thrive to meet industry trends & marketing needs. This can only be achieved with learning the latest trends/technology in the Industry. We also have to add some of the learning put to the development which contributes to both side, Company & Personal goals as well.

Encourage open dialogue among team members and create a safe space for sharing ideas, concerns, and feedback. This helps to build trust and improves overall communication within the team.

I think listening more than we talk is very important. As managers we sometimes forget that we don't know everything. Sometimes listening without interruption is key, as our employees will tell us what they specifically need if given the opportunity (in the correct setting).

Teams Success depends on some critical factors like Morality, Trust, Support, Confidence/Rapport. This a very much needed to building Healthy teams which in turn can succeed more together. Each team member have to feel the TRUST so that they will be able to contribute 100% in all aspects.

The line of communication must be kept open at all times. Employees feel more motivated when their leaders keep them up-to-date on the business.

Em uma das minhas jornadas desenvolvemos um exercício muito interessante em nossa reuni?o mensal de departamento, onde todas as áreas apresentavam a performance, pontos de aprendizado e de ajustes. O interessante deste momento é que combinamos que uma área apresentaria o material da outra e isso acabou por gerar um entendimento maior, integra??o e fortalecendo o relacionamento e confian?a do time como um todo.

Team communication and productivity distress? Don't sweat it! Encourage open communication with regular meetings, collaboration tools, and active listening. Establish clear goals, responsibilities, and communication protocols. Approach conflicts constructively and prioritize tasks effectively with time management techniques. Minimize distractions, invest in training, and recognize good communication and collaboration. Remember, it's a journey, so be patient, consistent, and open to feedback.

Take feedback from your clients, staff, back roof staff and admins. Post mortem your wins as well as your losses and take the ego out of it. Use the 7 hats of decision making to understand where you truly did well and where you need to focus.

One of the primary ways to increase productivity in your team is to lead by example. This can lead to a higher level of productivity. If you want your team members to perform a certain task such as – showing up to work early; you need to make sure that you show up to work early.

Before you look at tools, tips, tricks or goal setting and objectives, sometimes it's helpful to ensure that everyone understands that we all see things differently. People are surprisingly unaware of their own or others' filters. Starting with a simple exercise to explicitly illustrate the wide range of interpretations in a room of just a few people is a good start. Try writing a simple sentence in the chat or on a whiteboard in the form of "person/thing, action, location" (e.g. "The woman walked into the building") and then ask people to describe what they see. You'll be surprised at the huge number of different variations and interpretations and the level of communication required to get everyone to see the same picture.

Did you know that these steps are also effective with remote teams worldwide, and in different time zones that work together? It's all about the people. Engage in conversations, take the time to understand their work cultures. Pay attention to how they process information. Embrace transparency and objectivity. Find ways to encourage accountability. The goal is to ensure everyone is on the same page by having everyone involved agree on the same tools and practices. Prioritize work-life balance. Opt for synchronous communications during work hours, keeping in mind the need for focused work time. Asynchronous information sharing is CRUCIAL for success. This way, the information is accessible to everyone at their disposal.