Como você se mantém informado sobre o progresso da sua equipe?

Absolutely, setting clear expectations from beginning leads to higher chance of success. While change is constant in almost every effort- continuing to refine and set clear expectation ( even of changed scope or role) helps avoid confusion or communication gaps and hence delays - that is for projects. Now from human perspective, having clear expectations known helps human mind work more effectively, produces better commitment and higher results.

You are the role model that sets the standards for your team. It is essential that you walk your talk while coming from a genuine place of leading and managing rather than distrust and micromagement

Indeed, setting clear expectations is vital, to be able to know the regular progress of your team, you need to clearly define the goals, roles and responsibilities for each role in the team. Have regular catch ups where you provide transparency on the overall vision and mission and how the team is contributing towards the overall goal. Set expectations on the check-ins , the frequency and content you expect to see in the updates. Be there to provide clarity or guidance when the team needs it.

I'd like you to regularly communicate updates through team meetings, progress reports, and collaboration tools. Utilize project management tools to track milestones and share timelines (this is a biggie). Without the use of online project management and collaboration tools, you are at a disadvantage. Encourage open communication for team members to share their progress and address challenges. Also, create an online wiki of your teams methods and procedures, develop standards.

I would like to add the below: Using the project/tasks management tool without utilizing the usage will not provide the best expected results. As a manager you should monitor and follow up not just for judging about good and bad performance areas, a real manager who is finding the gaps on the progress and take the team hand and push them up, filling the gaps and improving the process. And all of this should be on the earliest stages of each step/part of the project/task, hence the gaps will be filled and treated accordingly without delay, this will help to avoid the huge problems to exist.

Project management tools are great to tracking progress - but there aren't a substitute for communicating directly with the team. A dashboard won't give you a sense of the softer sides of the project - what are the human barriers, what are people finding difficult and who is struggling. Checking-in regular is important along side any tool.

Using shared resources tools allows transparency and accountability. There is no downside to it as long as it is ringfenced and everything clearly labeled. Ensure also that everyone is collaborating in the system, not just the "good students"

We always say to managers to 'check-in' with their teams, not 'check-up'. If people feel you are checking up on their progress or that you don't have full trust in them, they are going to feel under pressure and stressed to accomplish goals. A quick 'check-in', however, creates opportunities for them to share progress, come up with ideas and become more likely to share concerns or issues they are facing.

Treat these regular check-ins as sacrosanct! As soon as you let someone cancel a meeting because they "don't have anything new to share" or you cancel because you're "too busy", the communication breaks down. As a leader, there shouldn't be too many things more important in your day than meeting with your team. Hold that calendar!

As a leader I try to stay in sync with what my team is doing, the challenges they are having, and how I can help. While I schedule bi-weekly 1:1s I find that those are best used to catch up on a personal level as I already know what each team member is working on and have engaged with them to address the tactical items. The 1:1 is more so used for strategic and career development discussions.

Set the tone! how many times do you want to be informed? some team members need more handle holding, others are more self-starters, adapt but also create strong boundaries. Not everything needs to be run by you. Your team members need also to learn safety in initiative

Following up with your team members on certain tasks is sometimes more efficient than planning a schedule check in especially if schedules are tight. Project managers taking a gemba walk around the office or manufacturing floor can also satisfy the check in and find out where any inefficiencies exist. Productivity increases just by having a regular presence with your team and listening to their concerns and suggestions.

Peer collaboration is a key to success, when you foster a collaborative environment in the team it enables psychological safety, people feel comfortable sharing real updates , they step up to help their team members and move forward as a cohesive unit. We use Teams , SharePoint and Confluence to collaborate on content creation and update. This also gives transparency to everyone on the progress and challenges at hand. People collaborate with each other and are able to find solutions. Regular connect calls/meetings with the team further enhances their interpersonal relationships.

Create an environment where it is safe to collaborate, i.e. that recognizes the individual contribution and calls out those who take credit for other people's work

I think the best way to do it, if use metrics to compare, this can help you to predict trends. A couple of years before pandemic, I notice 2nd semester of the year operation slow down, I checked prior years and were the same. Asking about what is happening, we notice our clients slow down because they had seasonal sales and all the client’s personal involved in our project were busy in the sale and did not have time for us because the rush of the season. All my team accomplish theirs goals in time, but they cannot Inform to client about their progress because clients were busy, if I was seeing just progress software I was thinking everything was ok, but when you compare with more data you can notice different things.

I would like to add that the metrics should be applicable for the rule along with the project, considering the average of the required skills. For example putting metrics for x position considering the top performance employees skills and NOT considering the average skilled employees will create a gap on the overall metrics and will lead to burnout for a good slice of the employees.

Using dashboards to monitor outcomes can be a great way to talk through how an employee’s work on a project is going. Asking for their perspective on the numbers and gaining insight into the underlying opportunities or aspects that have been going well, is just a simple conversation after reviewing the numbers together. Remember, your goal is to find ways you can remove barriers, support success, and publicly recognize exceptional work.

Ahh that's a tough one! nobody wants to hear where they did not good. But flip the narrative, it is also a way to make you a better and stronger leader

Regular reviews and retrospective meetings are good mechanisms to stay in control of the project deliverables. Seek regular feedback throughout the course of the project and course correct as the need be. Face challenges upfront and keep the team together specially during crisis and keep communication open and transparent. Provide opportunities to the team to speak up and raise any challenges, fostering an open and honest conversation works in the best interest of the team as well as the project.

It is important to have regular team meetings where you can give the team the opportunity to share updates. It is also good to have a project management system in place but it should be a value add and not a joy squeezer.