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Practical tips: How to improve your team’s performance

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A short presentation about improving your team performance.

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Practical tips: How to improve your team’s performance

  1. 1. Practical tips:Practical tips: How to improve yourHow to improve your team’s performanceteam’s performance Business Coach Roberto LicoBusiness Coach Roberto Lico
  2. 2. Good leaders want to ensureGood leaders want to ensure their team is engaged in theirtheir team is engaged in their work, feeling satisfied, andwork, feeling satisfied, and performing at their personalperforming at their personal best.best.
  3. 3. But for those team membersBut for those team members who seem to be lagging behind,who seem to be lagging behind, what can a concerned leader dowhat can a concerned leader do to help improve employeeto help improve employee performance?performance?
  4. 4. Clarify the exact problemClarify the exact problem Reprimanding a team member can be as unpleasantReprimanding a team member can be as unpleasant and stressful for the boss as it is for the person onand stressful for the boss as it is for the person on the receiving end. However, it is important to makethe receiving end. However, it is important to make sure that the team member walks away from thesure that the team member walks away from the conversation with a very clear understanding of theconversation with a very clear understanding of the area requiring improvement, and how they can goarea requiring improvement, and how they can go about fixing it.about fixing it.
  5. 5. Field their criticismsField their criticisms Be ready to listen to any critiques or suggestionsBe ready to listen to any critiques or suggestions that your team member might have. In fact, make athat your team member might have. In fact, make a point of inviting feedback. If the team memberpoint of inviting feedback. If the team member genuinely believes that something about yourgenuinely believes that something about your performance as a leader is hindering his or herperformance as a leader is hindering his or her ability to succeed, you may be able to work togetherability to succeed, you may be able to work together toward a common solution.toward a common solution.
  6. 6. Individualize every approachIndividualize every approach No one method of leadership and motivationNo one method of leadership and motivation will work for everyone. A good leaderwill work for everyone. A good leader understands the diverse styles of their teamunderstands the diverse styles of their team members and tailors their coaching to each ofmembers and tailors their coaching to each of their unique needs.their unique needs.
  7. 7. Set clear goalsSet clear goals Make sure that your team members are aware ofMake sure that your team members are aware of what you expect from them, and when. Once youwhat you expect from them, and when. Once you have tailored your approach to each of your teamhave tailored your approach to each of your team members’ needs, you should also set a date to seemembers’ needs, you should also set a date to see how things are progressing. More important thanhow things are progressing. More important than that, the team member should know exactly whatthat, the team member should know exactly what they need to have completed by that date.they need to have completed by that date.
  8. 8. Reward improvementReward improvement Workplace rewards can sometimes present a trickyWorkplace rewards can sometimes present a tricky problem. Sometimes, leaders think that gifts are theproblem. Sometimes, leaders think that gifts are the best ways to show appreciation, but often verbalbest ways to show appreciation, but often verbal praise, bonuses, or even the promise of careerpraise, bonuses, or even the promise of career advancement (should the good work continue) areadvancement (should the good work continue) are more effective in motivating teammates.more effective in motivating teammates.
  9. 9. Act on a lack of improvementAct on a lack of improvement If you’ve set clear goals and expectations and yourIf you’ve set clear goals and expectations and your team member didn’t do what you’ve asked, it mayteam member didn’t do what you’ve asked, it may be necessary to give them a written or verbalbe necessary to give them a written or verbal warning. This is a matter of making it clear thatwarning. This is a matter of making it clear that where good work receives workplace incentives,where good work receives workplace incentives, poor work garners the opposite.poor work garners the opposite.
  10. 10. Know when to walk awayKnow when to walk away If you’ve spent the last few weeks or monthsIf you’ve spent the last few weeks or months working with an employee to improve certain habitsworking with an employee to improve certain habits or attitudes, and the end result shows littleor attitudes, and the end result shows little progress, it may be time to take a final and difficultprogress, it may be time to take a final and difficult step. In most circumstances, a lack of motivation atstep. In most circumstances, a lack of motivation at the workplace may simply be a sign that thethe workplace may simply be a sign that the company and employee are not compatible.company and employee are not compatible.
  11. 11. Our References: http://www.greenhouse.io/blog/9-steps-for-a-successful-talent-management-strategy https://www.digitalhrtech.com/what-is-talent-management/
  12. 12. LRCL – Business Services Consulting Prof. Roberto Lico – licoreis@licoreis.com.br Whatsapp Brazil 55 12 9 9195 2474
  13. 13. Building a Collaborative EnvironmentBuilding a Collaborative Environment Our Business ContactsOur Business Contacts LRCL – Business Services ConsultingLRCL – Business Services Consulting InformationInformation We provide a range of Coaching, Business and Legal Online Support about: Technical Translations – Brazilian Portuguese Lectures:  Doing Business in Brazil  Brazilian Tax Law and Accounting System  Brazilian Legal System  Immigration Law  Management and HR Issues Our E-mail: licoreis@licoreis.com.br

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