Today’s workplace is more dynamic than ever before. Organizations are facing unprecedented change and need to be quicker, more collaborative, and more productive to ensure success for their business. With that in mind, team management is essential for any manager who wants to drive results and return on their team members’ time and effort. Team management ensures your team runs effectively, with everyone rowing in the same direction towards common goals at all times. Whether you are a first-time manager or have managed teams before, managing people can be challenging at times. However, it doesn’t have to be complicated. Here are six fundamental principles of effective team management that will help you manage your team members so that they work efficiently and happily together as a unit:

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Communicate effectively with your team

Communication is vital in any relationship and is especially important in a team setting. If you want your team members to be effective, they need to know what expectations, the team’s goals, and how their roles contribute to the whole. This will help them feel more connected with their team and be more productive. Communication is vital during team member onboarding when you’re training new team members and introducing them to their roles and how they fit into the team and the organization. It is also essential during the termination process when you need to explain the decision to let someone go and ensure that the parting is on good terms.  It is particularly important to encourage strong communication across distributed teams, as remote working can lead to disconnect between colleagues and thus more issues within the business if there isn’t plenty of communication. When it comes to communication, there are many different methods and tools you can use to keep everyone informed. These include one-on-one meetings, group meetings, newsletters, video calls, and social media.


Establish clear goals for your team

Goals are the fuel that powers a team’s efforts. Often, when a team doesn’t have clear goals, they struggle to see the point of what they are doing. As a result, they may feel unmotivated, confused, and even resentful. If they don’t understand the value of their work, they may even do it half-heartedly or not at all. When you define goals, you give meaning and purpose to your team’s efforts, making them more engaged and productive. To establish clear goals for your team, you need to understand the goals of your organization, as well as how your team’s work contributes to those goals. Once you know where you want to go, you can map out a path to get there. These goals can range from increasing revenue to improving team productivity to creating a new onboarding program. You can set company-wide goals or department-wide goals. Whatever you decide, the goal should be clear and specific and represent something your team members can achieve.


Build trust and transparency with your team

Trust can be a fragile thing. Once it is lost, it can be challenging to restore. However, when you build trust with your team members, it creates an environment that fosters collaboration, creativity, and productivity. It helps everyone feel safe, secure, and confident in their team members, their manager, and the organization. Trust is an ongoing process and one that a manager or business owner should reinforce regularly. You can do this by being consistent, open, and transparent in managing your team. This includes the way you communicate with your team members, how you handle their performance reviews, how you make decisions, and how you resolve conflict. Transparency can help you build trust as well. It is about being open and honest about everything, from your decision-making process to financials. At the same time, transparency isn’t about sharing all your company’s confidential information with everyone. It is about being selective with the information you share and ensuring that it is relevant to your team members’ roles.


Hold effective meetings

Meetings can be practical tools for team collaboration and productivity. However, they can quickly become unproductive when they are poorly managed. When you are responsible for managing a team, you need to be mindful of how many meetings you schedule, for how long, and the purpose of each meeting. As a general rule, you should aim to schedule the fewest meetings necessary to complete the work. This may mean having fewer, longer meetings that focus on one topic at a time. Or, it could involve scheduling shorter, more frequent meetings that address various topics. Whatever you decide, ensure your team knows when the meetings are taking place. Another critical aspect of managing meetings is setting meeting expectations. Before scheduling a meeting, ask yourself what the meeting should achieve and why you are having it. You can also use tools like collaborative scheduling apps to manage meetings more effectively. These tools make it easier to keep track of meeting agendas, invite the right people and follow up with action items.


Keep track of weekly tasks

A common mistake that managers make is micromanaging their team. However, as a manager, it is essential to trust your team members while setting clear expectations. This is especially important when it comes to weekly tasks. When you micromanage your team members’ work schedules, you rob them of autonomy, which can negatively affect their performance and happiness. When you keep track of team members’ weekly tasks, you are essentially taking control of their schedules, which can lead to micromanaging. There is a middle ground between micromanaging and keeping track of team members’ schedules. This middle ground is called task delegation. When you delegate tasks to your team members, you give them ownership over the work while setting clear expectations. This means clearly defining the amount of work you expect from each team member each week.


Celebrate milestones with your team

Milestones are significant achievements that mark progress towards a goal. They can relate to the team, an individual, or the organization as a whole. They can be used to celebrate everything from closing a big deal to welcoming a new team member. When you celebrate milestones, you acknowledge and appreciate your team members’ efforts. You show that you are grateful for their contributions, which can motivate them to keep working hard. You should look for opportunities to celebrate milestones with your team members throughout the year. These milestones could be related to the goals you have set, or they could be related to team members’ personal goals and aspirations. They can also be milestones associated with an organization-wide event, like the anniversary of the company’s founding or a significant change in the industry.

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