'Increase Your Team's Self-Belief'

Managing a small team within an independent start-up or a large division within a corporate business, one struggle that often gets spoken about is,

‘they are great and are full of potential but there is just something missing’.

  So, how does one tackle the drought of self-belief?

 ‘Chosen One’

Those in your team are there for a reason. They were hired because of the way they put themselves across before and during the interview process. Let people know that from the start and throughout their time at the company that their hard work to secure the role is respected and mutually the effort given back. A lot of it comes down to putting emphasis on ‘team togetherness’ and that each person is there adding value. Touching upon the mentioned from the moment that person walks through the door will help with confidence and transparency.

 ‘A Thing Called Positive Criticism’

It is important to always think twice and take your time in approaching any critique needed. You are a manager, it is your responsibility to manage their emotions and expected work. Work with the person to identify the problem, how it can be resolved and why. Explain everything and go over in depth – this will prevent similar mistakes and improve the next tasks results.

‘You Are Our Future’

Individual flair is unique, and it creates a sound, enjoyable and solid environment. Allow for people to contribute their creative juices and encourage them to speak out about things they think would add value to the company and team. Be that from incentives to training, letting people voice their opinions and have their say on these matters promotes ‘team unity’ and for them to be a part of the bigger picture. During these meetings it is an effective way of getting across company culture and team bonding.

‘Be Their Biggest Fan’

Praise your team and individual members. People like a confidence boost. It costs nothing to tell someone when they have done excellent work. The feelings and success it brings about not just on a personal level but for the whole team is priceless. Removing doubts fuels empowerment and helps people to not only be more confident in taking on projects but effectively their work is of a higher standard and team moral is high.

‘Be Realistic’

Work can be strenuous enough. Deadlines are real there is no getting away from that. It is business. However, the way as a manager you approach and divide work goals needs to be realistic. You can’t expect your team to create the impossible, but they can work wonders. Setting block targets and KPI’s that are achievable is a good management method to enable employees to keep on track and for you to monitor their progress, recognising patterns good or bad that should be flagged up and dealt with. There is a significant difference in being a heavily KPI driven company and monitoring targets.