If you are noticing that something feels off with your team, it may be because of your management style. Since small actions repeated over time can have a significant impact, you may be unaware that your behavior is adversely affecting your team. This can lead to disengagement, absenteeism, and turnover. As a result, you may need to change your behavior to get better results.
The following are three warning signs that you may need to alter your management style.
1. You Talk More Than You Listen
Your team members will not be as productive as they could be if they do not have a say in anything. Having no influence over the projects they work on, improvements in workflows, or the ideas that get developed lead to disengagement, higher absenteeism, and turnover. Instead, focus more time on listening to your team than talking to them. For instance, mention a problem the company is having and ask for solutions. Work with your team to develop and implement the best resolution. Also, when a team member comes to you with a question, ask follow-up questions to help them find the answer as independently as possible.
2. You Do Not Provide Feedback
Your team members need to know what they are doing well, which areas they can do better in, and the steps they can take to improve. Otherwise, they likely will think that you do not care about their performance and neither should they. To turn this around, open up the lines of communication between your team members and you. For instance, have one-on-one meetings to talk with each team member about their current workload, contributions, and expectations. Find out whether they are experiencing any issues, have questions, or need additional resources. Also, publicly praise each team member for the things they do well. Privately talk with them about specific ways to enhance their performance in the areas that need work. Check back at an agreed-upon date to follow up on your conversation.
3. Your Team Is Disengaged
Your team may be going through the motions rather than truly focusing on their purpose for completing tasks. They might be lacking passion for their work, frequently calling in sick, and missing deadlines. To combat this issue, focus on creating a positive work culture built on relationships. For instance, clearly express your expectations for each team member. Also, show that each member is valued and respected. Additionally, provide support and accountability so your team members engage in their work and finish tasks on time. Plus, express gratitude for your team’s contributions and accomplishments. Provide rewards such as bonuses, raises, or promotions when appropriate.
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