Como você pode garantir que os membros da equipe estejam trabalhando de forma eficiente?

Having set the team objectives it follows that the individuals contribution should be inextricably linked. Once people can see the part they play everything becomes obvious (well it should do!) Spell out the part they are playing and the goals and objectives you want them to achieve to the teams objectives. Have regular meetings (to be determined by you) to keep them on track reviewing the work they are doing. Don’t forget the praise it’s often missed !!!

Break the strategy objectives down into more details, and defined by pillars (in my situation, HR pillars). Make ourselves involved in the communication regularly. Always be open to any input from the team to keep the alignment in place.

Assurer le rendement optimal de l'équipe débute par une clarification précise des attentes attribuées à chaque membre et à l'équipe dans son ensemble. La transmission claire de la vision, des objectifs et des rôles établit une base essentielle. Définir des critères de qualité, des échéances et fournir un feedback régulier sont des aspects fondamentaux pour orienter chaque collaborateur vers une efficacité globale. Cette définition d'attentes favorise une compréhension individuelle des contributions à la réussite de l'équipe, stimulant ainsi l'amélioration continue des performances.

As coach I will ensure -Clear expectations -Will define individual KPI and team KPI -Will ensure active listening skills -Remove,if any communication barriers in form of assumptions or any false belief -Will provide right tools and resources -Will help in building knowledge gain and knowledge share -Will coach on time management skills in fixed intervals - feedback loop to enhance efficiency - will promote flexibility and adaptability

When expectations are not clear, how can we actually evaluate whether a team is working effectively or not. Many tasks fail because expectations are not clear so people start to improvise rather than taking determined action.

In todays work scenario, its almost impossible to be a pure individual contributor & excel basis your individual ability. Collaboration is an important & effective way to accomplish the collective goal And as the company gets bigger, the level of collaboration required goes higher. When a team knows that, their individual success can be faster & better if they collaborate & there is culture of active support, feedback & transparent & clear communication, it becomes easier for each individual to bring in their best at work.

Watch how your team members speak to each other while they problem solve. Do they listen to one another and encourage each other to overcome the obstacles they face? Or do they pass judgement and allow their egos to get in the way when decisions need to be made collectively?

Transparency and trust building with open communication is very important at the workplace, it always gives a positive vibes and increases the degree of effectiveness and efficiency.

Promover um ambiente colaborativo é para mim o principal para garantir eficiência. Um team building bem feito desde o início do time promove um ótimo relacionamento entre os membros do time e a colaboração acontece de forma natural. Realizo dinâmicas que promovem a troca de ideias e feedbacks. Todos tem voz independente do seu papel, de estagiário a Sr.

Let the team decide in what way they will best in collaboration, in what way they could work faster, in what way they could communicate each other better, and let them discuss and decide any other areas that can make them work efficiently.

Agree that , micromanaging staff can inhibit autonomy and overall productivity. Autonomy has been shown to make employees more efficient, leading to higher productivity Providing autonomy empowers employees to be creative problem-solvers, fosters trust between leadership and teams, and encourages open and honest communication. Autonomy allows employees to develop leadership skills and become more self-reliant, contributing to the growth of future leaders, Micromanagement can lead to demotivated employees and a high rate of turnover, while autonomy can help retain talent and keep employees engaged Lack of autonomy can stifle employee growth and prevent them from taking initiative, leading to a loss of creativity and innovation

My take on this is little different. It starts with whom you hire. As a thumb-rule, when you hire for a position, don't limit the view for the current job. Can the person, be the future leader of that department, can he/she take over higher roles, can he/she be groomed for next levels? If the answer is "No", then better to avoid hiring such people. You do not want to hire people, who needs to be constantly coached , monitored & micro-managed. Its a waste of time & resource. Once you have the right people on board, next is to give them the task , show the WIIFME , align , set boundary conditions, a structured limited review mechanism and a window of feedback and open collaboration.

Agree on this. provide space for team members to make decisions within the scope of their responsibilities. This can increase a sense of belonging and motivation.

Empowering autonomy isn't just about giving individuals freedom; it's about providing support, guidance, and the right environment for them to thrive while contributing to the larger objectives of the organization or team. It's a balance between freedom and responsibility that encourages innovation, growth, and ownership.

Um time eficiente precisa ter autonomia com responsabilidade. Acordos bem definidos com a participação de todo o time promovem um ambiente fluido que levam o time ao sucesso. Com papéis e responsabilidades, DoR, DoD e o fluxo de desenvolvimento bem definidos, sempre relembrados e quando necessário evoluídos e adaptados irão promover eficiência ao time.

Eu gosto de usar os 1:1 como mentoria com os integrantes dos meus times. Ajudo com indicação de livros, artigos, vídeos, podcasts, sempre respeitando a forma de aprendizagem que melhor se adequa as características, dificuldades e necessidades de cada indivíduo. Já houve caso da pessoa expor ser portadora de TDAH e não conseguir ler livros. De imediato indiquei um vídeo sobre o mesmo tema. Tenho especial satisfação em ajudar profissionais que se identificam com outras funções, os apoiando na transição de cargos. Ouço que gestores anteriores não deram oportunidade para tal mudança. É muito confortável(e menos trabalhoso) manter as pessoas onde estão e produzindo dentro do esperado. Mas como fica a satisfação do funcionário?

By integrating coaching and mentoring into the team's culture and operations, you can create an environment that supports continuous learning, collaboration, and growth, ultimately enhancing the team's overall effectiveness and success.

As a leader, its important to be available to your team members as and when they need guidance, without the fear of being judged or reprimanded. There has to be formal & informal methods of supporting each member by effective evaluation , guidance & feedback. This fosters an environment of learning & growth

We can ensure efficient teamwork by establishing clear goals, fostering open communication, and assigning tasks based on individual strengths. Regular check-ins on KPI's or KRA's, utilizing collaboration tools, and promoting a supportive team culture help monitor progress. Encourage feedback, address challenges promptly, and celebrate achievements to maintain a motivated and efficient team.

Providing coaching and mentoring plays a pivotal role in cultivating a thriving work environment especially when you take the time to comprehend the unique strengths and weaknesses of each team member.

Allocate the time to evaluate every single major task that we delegate, by involving the team members. Agree that we also need to get feedback from other stakeholders for more optics. Set the scheduled meeting to check the milestones and hear some updates. When the team achieve, they must be recognized, but when failed, we also need to be aware that we take part of the failure as well (so get on track as soon as we can)

I sincerely believe that this point is the most effective and with maximum return on investment . Monitoring progress , evaluating and analyzing every order helps us understand the strength and weaknesses of our team members as well as the team as a whole. It enables us to build upon the right kind of order book for our team to be an efficient and effective performer everytime. It may backfire at times , so one needs to be cautious about reiterating the fact that it's you who are leading them to efficiency.

Benefits of having clear picture of a teams or employees effectiveness: Promotes employee growth and development / Goal setting can be optimized / Encourages leaders and managers to recognize areas of developmental need within teams and employees / Helps to create a more effective healthy workplace environment 5 Step employee-effectiveness formula: 1) Develop a baseline 2) Establish input 3) Establish output 4) Implement the formula 5) Compare outcome to baseline By knowing the strengths and weaknesses of a team or an employee, tasks and projects can be tailored accordingly - which as a cause saves time and resources. When a team or employee has a clear goal towards which they work, motivation and performance is very likely to increase.

To ensure team members work efficiently, as a mentor or coach, I focus on clear communication and personalized guidance. It starts with setting clear, achievable goals and providing the resources they need which may include internal or external training. I believe in regular check-ins, but not micromanaging; it's about offering support and feedback, not controlling their every move. Encouraging autonomy and acknowledging their achievements boosts morale and efficiency. Understanding their individual strengths and challenges helps tailor my approach to each team member. This not only enhances their performance but also builds trust and a positive team dynamic.

As a leader it's important to model adaptability and innovation for your team. What does this look like? Encourage your team to be fluid when they encounter barriers and to come up with creative solutions for these barriers. All teams encounter barriers, those that are able to adapt to the fluidity of the business and innovate, will always survive. As a leader, it's your responsibility to create an environment that helps your team build adaptability and innovation. Giving them the tools and support to deal with change and ambiguity.

Have an open discussion about obstacles and challenges. Critical thinking can lead to remarkable shifts if applied as a team with growth mindset. Conduct retrospectives to identify the real problems and challenges causing inefficiencies, brainstorm ideas for improvement, try new things, challenge the status quo, invite diverse perspectives, learn from others who do better.

You should also invest team to allow team dynamics. By this I mean, let the team take time to know each other. They should understand their strengths and weaknesses. They should appreciate their diverse working styles before you help them develop a unified working style that delivers results

Don’t take yourself too seriously. Encourage your group to have fun. While you may set the team goals at a higher level than others you need to recognize the successes incrementally not just at the completion of effort. One big bonus at the end does not have the same impact as the celebration of small individual accomplishments during the process.

This is my personal experience. While Setting clear expectation is the start, I realised, some of the team members didn't do well. When I got around checking the issue, I realised some members of the team needed more hand holding in the start than others. I realised, for effective team function, team leader need to also understand the different levels of delegation.

One thing to think about: where does fear of inefficiency come from? Effective work ebbs and flows and we, as humans, have to take breaks to do our best work. Some of our best thinking comes from "shower-thoughts" or extended periods of unstructured time. If your team is meeting your goals and timelines, then you shouldn't worry about efficiency. What may seem like inefficiency or down time to you may be critical for a person's creative process. On the flip side, if your team is not meeting your goals by the required timeline you need to 1) express they missed the mark and that improvement is needed and 2) teach them how to be better at their jobs.

Develop communication channels: build organize effective communication channels, whether in regular meetings, online collaboration, or everyday communication. make sure every team member feels like they can connect easily.