What are the best ways to Develop A TEAM

Today, a person joins a new office, not only for the income he gets but for his overall career development. Hence, it becomes very important for a manager to provide employees with prolific development paths.

Though the GIG economy is on its peak and people are taking freelancing jobs more than usual, full-time employees are still looking for various developments.

Additionally, being a good manager is equal to elevating the company’s success module. Around 60-70% of employees quit because of a bad manager and job advancement or career opportunities. So, it completely relies upon a manager to embed himself with the goal of a team’s growth.

 The progress of your team not only becomes the precursor for your company’s growth but, it also makes them look smarter, acts as a catalyst for motivation, and authorizes them to take ownership of an issue as a team.

Talent wins games, but teamwork and intelligence win championships -Michael Jordan.

Below are the essential ways as to how a manager can develop his team:

1)   Respect, Trust, & Confidence

As the general saying goes, give respect to get respect. Only when you as a manager starts respecting the employees, the team members will follow the same. Accomplishing the small tasks or events done by your team or respecting them for the way they carry on a task- should be your prior goal.

According to Suresh Arrya, COO, Elsa Concreting Machinery India Pvt Ltd, “Trust & Confidence are the two ways which can bring in the enthusiasm in a team.”

Commence building trust and confidence in your team. For example, if there is a complex task of bringing in sales within just a week, you should motivate your employees and make them realize their own potential. Confidence can move great mountains and that is why, never letting that confidence in your team die, should be your aim.

These three always remains the first step in the development of a team.

2)   Delegate Clear Roles & Responsibilities

In many companies, employees are often not briefed about their roles and responsibilities. With just the JD (Job description), they perceive a task in their own form or way. This leads to low performance or leaving the job, in the worst case.

Spend time with your employees and help them understand the company’s mission, vision, and values. Spell out the proper responsibility and your expectations, let them note down each and every minute detail.

Delegation of clear roles helps employees ascertain their future course of development.

Navdeep Saran, Supply chain and Logistics Specialist, also reiterated, “Delegate giving clear responsibilities and train them (employees) hard while looking after their overall well being.” when asked about the best ways for developing employees.

Monitor their development and the time they’re taking to grow (also, give time to your employees as everyone’s learning capacity differs), render them help in order to complete a task, and notify them about the changes required. 

3)   Weekly/Monthly Reviews Over Annually

Rather than conducting an annual review for your team, conduct a weekly or monthly review session. This will not only help the employees to grow and bridge the gap between their weaknesses and strengths but, aid the overall development of the project.

These meetings can also be used for learning opportunities. Do not just review and let your employees or team know about the good and bad, but teach them how they can make that assignment better. Providing a learning curve in every meeting will not only boost employees’ morale but bring in development faster than ever.

Help your employees do a SWOT analysis of their own and ask each of the team members or employees to review each other. This will churn out the path of biasedness among others and bring in more profit.

Arbind Aswin Kumar Sripallab, HR Executive @ Sivam Shankaram, also believes that aligning the employees with proper goals & then reviewing is the best way to seek development in them. Also, the SWOT analysis remains constant.

4)   Accomplish The Small Achievements

Achievement is an achievement, either big or small. Accomplish the small achievements that your team or employees have got on completing a task sooner or brought in sales. This will not only help the employees feel good about themselves but bring in a zealous environment.

Vikas Sethia, Founder, Hiring Alerts, also conveyed the same with his comment, “Shadow the team. Celebrate small victories.

Many companies often go for a team lunch, provide a gift voucher or card of some shopping sites, give points which turn into an incentive, and others to accomplish and honor the achievement (no matter small or big). Also, there are some companies which send long mails to honor the team for completing or cracking a deal.

The only thing which matters is that SMILE on your employee’s face (this helps them realize that they MATTER to the company a lot). Ensure that you don’t let that smile turn into a sad face as it will reflect on their productivity.

Tapan Dash, Regional Manager-Operations, TES-AMM recyclers India Pvt. Ltd, also feels the same as he said, “Lead from back, make sure they smile.”

5)   Empower Them With Trainings

Certain managers ask their employees about what they wanted to become when they were a child and whether they’ve practiced or tried to acquire those skills. This helps the managers to design additional roles for individuals and ascertain as to how the person would take up responsibility.

For example, if an employee said that he wanted to be a Business Head. A manager can design or offer a training course which requires more learning and on job assignments, for a Business Head, more hours of learning on Job and with right management inputs help.

Offer training to the employees for their career growth because this will act as a booster to the company’s growth. There are various SMEs which assign additional goals to their employees and offer more learning curve.

Vikas Sethia, Founder, Hiring Alerts, considers the same by reiterating, “Empower the team. Let them anchor situations.”

Humans are selfish and hence, you require to think from a perspective that both sides of the coin (company and employee) get benefited. Rendering them support on their career goals will help them grow, you will not have to do any additional thing as it will reflect in your company’s revenue.

Make team part of the Vision not Part of Work/Job

Finally what I feel is: "Make team part of the Vision not Part of Work/Job". The more Integration to Vision the more they can deliver and grow.

Our Experience of building more than 2000 HR Departments and working with the founders gives us deep insights into the building world-class companies. Our team be happy to help in any manner at Husys Consulting Ltd (ticker: HUSYSLTD)