3 Best Practices for Taking Your Team from Good to Awesome

Building cohesive, inspired teams is one of the most challenging – and important – things to do as a manager. Without a positive, collaborative environment, people can become disillusioned, discouraged or frustrated. And these feelings can quickly go viral.

Here are three best practices to incorporate into your MO as the leader of awesome teams:

Lead with trust.

Consistently demonstrate to your employees that you trust they’ll do the right thing. The results will pay off as they rise to the occasion and meet or even exceed expectations.

  • Trust breeds loyalty. It’s also mutual, and it makes people feel more valued.
  • Trust builds human connections and provides a foundation for mutual respect and growth. Workplace trust is based on a shared belief that leaders are committed, compassionate and capable.
  • When your team members trust you, they anticipate that you’ll do what’s best for them and for everyone involved. In return, they will likely be more forthcoming and trusting not only of you, but of your organization as a whole.

Don’t micromanage.

Micromanagement is exactly what it sounds like: someone trying to personally control and constantly monitor every action, detail and process undertaken by a team or one or more of its members. It may consist of a manager watching every move made, demanding updates more often than necessary, or chastising people for even the slightest mistake – even in cases where their intent to assist is genuine.

  • The ultimate controlling management style, micromanaging annoys people, damages trust, and can lead to burnout in managers and employees. If it persists, it can also lead to higher turnover, because team members will reach a point where they’ve simply had enough.

Practice regular communication.

Effective two-way communication between leaders and team members not only fosters trust, but also builds camaraderie, boosts morale, and helps employees stay engaged. In The Cost of Poor Communication, author David Grossman tallied the cost of poor communication by surveying 400 companies with a total of 100,000 employees. The result? Lack of communication costs those employers an average of $62.4 million dollars annually.

  • When you foster a culture of strong internal communication, team members acknowledge each other’s accomplishments and develop a greater sense of ownership in their organization. It creates a sense of belonging, which keeps them more motivated and satisfied.

Building a Team? Want To Outsource the HR “Stuff” ?

As you hone your leadership and team building skills, turn to the workforce development experts at Lyons HR for additional guidance and resources. As a certified professional employer organization (PEO) we service hundreds of clients and thousands of employees nationwide – helping small to mid-sized companies achieve better performance, higher productivity, and industry-leading workforces. Contact us today to learn more.

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