Technical Support’s Post

Helping Teams Write Better, Trackable Goals Setting clear, achievable, and measurable goals is more important than ever. Goal-setting is about identifying desired outcomes and ensuring objectives are effectively communicated. https://lnkd.in/ggRS3wit

Do you know the power of reflective reviews in dynamic work environments?

Over the last 2 month I was been tasked to mobilise and stabilise a newly awarded account. It was a mixture of team of crossover from the incumbent members, our own team members and new blood from external sources. The incumbent team had to overcome the change management process, where they were formerly from managing agent and now to integrated facilities managed contract. The team had to be merged to achieve a common goal. It was an awesome team, with daily ’Chop Chop’ discussions, team makan sessions, it was not a team of great strength, rather a team with a mixture of strengths, together in one spirit producing great results. The reault was a great eye opener to me as the operation was stabilised within 1 month, system and process was established, and the expected output was consistent. Together with the team, we were able to achieve this primarily. Being Transparent There is a bible statement, Mat 5:37, All you need to say is simply ‘Yes’ or ‘No’; anything beyond this comes from the evil one. The team was told to be open on all subject, and this went beyond work towards the professional relationship with each other, once performance, etc. However the important subject is to convey the facts, without having too much sugar coating. Inclusivity: Created an inclusive team, in our chat group, all matters were shared with openness and frankness and often jokes, let the team speak and run it. Separate chat group of different interest, such as sports, or interest groups were avoided as this tends to subconsciously lead to other discussions which may not be healthy to the overall team or unintentionally create a miscommunication. Team Building: The notion of this often tends to lead that a day or so to be allocated to or go for a cruise, etc. The team was exposed to team building daily with our ‘Chop Chop’ daily brief meetings, real pain points were raised, and the team came up with solutions and even innovative ways of solving it. Collaboration: Integrated Facilities Management, involves collaboration, be it a first generation or seasoned ones. The success heavily depends on the collaboration between the different stakeholders. A successful collaboration will create an incredible result which translates to employee’s motivation that raises the bar of service quality to the next level, automatically though natural motivation. It’s a ‘Awesome’ Team!

Here at RJH our team is constantly working together to produce the best quality machines for our customers, this includes good communication, planning and execution. Working in a team has many positive outcomes such as: -Research shows that collaborative problem-solving leads to better outcomes. -People are more likely to take calculated risks that lead to innovation if they have the support of a team behind them. -Working in a team encourages personal growth, increases job satisfaction, and reduces stress. Read more in the article written by Tracy Middleton : https://lnkd.in/eBZdGxf #teamwork #success #efficiency #support #stressmanagement

Possessing the right skillsets is crucial for IT teams to succeed. Assess your team, address your gaps, and take your projects to new levels. https://lnkd.in/eErTXRUP

Let's talk about one of the biggest challenges in your Care business..... Accountability....... or should I say lack of accountability. It really doesn't need to be this way, so here are 5 points I believe you need to addressed if you are experiencing this in your Care business: 1️⃣ Lack of clarity: Ensure roles and responsibilities are clearly defined. Hold regular meetings to clarify expectations and provide guidance when needed 2️⃣ Fear of Consequences: Foster a culture where mistakes are viewed as learning opportunities. Encourage open communication and assure team members that they won't face harsh repercussions for admitting errors 3️⃣ Unclear Goals: Set SMART goals (Specific, Measurable, Achievable, Relevant, Time-bound) for each team member. Clearly communicate how their work contributes to the overall success of the business. 4️⃣ Lack of Ownership: Empower team members to take ownership of their work by involving them in decision-making processes and giving them autonomy to solve problems 5️⃣ Inadequate Support: Provide ongoing training and support to ensure team members have the resources and knowledge they need to excel in their roles. Offer mentorship and coaching to help them grow professionally. Let's start Q2 in the right way and set your business and team for success 🚀 ---------------- 💡 What were your biggest challenges in Q1 ❓ 👇 Let me know in the comments or DM me and lets start troubleshooting

There’s one skill at work that I think is absolutely critical and yet rarely gets discussed: doing what you say you are going to do. I find that this is often assumed, though is actually quite rare. The team at Pocus is exceptional at this and it’s one of my favorite parts of our culture. Honoring your commitments over time builds trust. And one of the fastest ways to lose trust is to make a bunch of promises that you don’t keep. The most frequent challenge that I see here: good intentions without a good system. We live in a world where this is more important than it has ever been - because work is done across more places than ever before (email, instant messaging, task management systems, docs, presentations, CRMs, etc.) Without a good system, things WILL slip. If you read this and it resonates, here are a few tips from my experience (and many failures): 1) Everything needs to be written down in one place. You need a master list. Anytime you commit (or are committed) to something, put it there. 2) It needs to be EASY to add and cross things off 1) In meetings 2) In passing conversations 3) When random ideas pop in your head 4) Literally whenever 3) You need a ritual for reviewing on a regular basis - ideally every day multiple times a day. I keep my list open at all times 4) Simplicity - there’s a lot of complicated approaches out there. In my experience, complexity is more of a distraction than a benefit. I literally started with a piece of paper - different things work for different people. 5) Meeting deadlines is great. Missing deadlines, while not great, is OK provided you give advanced notice. Missing deadlines with no communication is where trust is lost and hard to recover. 6) Your approach will evolve over time This perhaps sounds obvious, but investing in a system that works well for me is probably one of the most valuable things I have done in my career. It’s a force multiplier for everything that I do. It helps me keep track of everything going on - not just for me but across the business. Of course - I’m not perfect - sometimes I still drop the ball. But spending concerted effort here has helped this be a rare exception for me, not the norm. P.S. This is true for individuals but also for organizations - trust is built at the organizational level when a companies words and actions are in alignment - but that is maybe a topic for a separate post :) 

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Taking a minute to reflect about process during a busy planning season. Something that can get lost in communication with new processes is the "why" - who is this step meant to benefit and how. I find that most people I work with are happy to adapt to mandated processes when it helps another person achieve their goals (as long as the goals are not simply that everyone adheres to the process). But it's hard to embrace the extra labor when you are meant to believe that the process is to help you, since the processes that are inherently helpful to the person executing them don't need to be mandated. Maybe the reason is that the process is believed to lead to a better work product. Maybe the reason is predictability in case work needs to be handed over across teams. Sometimes process can feel impersonal as it tries to streamline across individual differences, but I think bringing it back to the personal and being intentional about who you are helping when you adopt a process can help drive compliance.

Know what you’re talking about in your next 1-on-1? How does that change over time? Learn an effective framework for developing your 1-on-1s. https://lnkd.in/gAvGFt7M #onmeetings