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How To Be A Great Leader And Make Your Team Successful

How To Be A Great Leader And Make Your Team Successful

So you’re the leader of a team now! Congratulations! Perhaps you’re a brilliant computer programmer, but if you suddenly got promoted to be a manager; you will need an entirely different skill set. Great leaders have good social skills, and they are adaptable. Here are 10 more things you can do to make sure you are the best leader possible.

1. Listen Effectively

Organizations value communication. But some leaders think they “know it all,” because they are the “one in charge,” so they don’t have to listen to their team members. However, this creates a negative atmosphere. Everyone wants their voice to be heard. So when your employees talk to you, lean forward, look into their eyes, nod, and then reflect back what they say to you. For example, if a team member just told you that a customer is angry and she is frustrated and confused about how to deal with him, you can paraphrase back to her and say, “What I hear you telling me is that you don’t know what to say to this customer to make him happy, and you would like my help. Am I correct?” This helps the employee feel valued.

2. Be Honest

Lying  or withholding information does not create a productive atmosphere at work. Everyone has an instinctual feeling and knows when they are not being told the truth. So if a leader lies or is not completely forthcoming with vital information, this will make his/her employees uncomfortable. When the team members aren’t comfortable with their leader, their performance decreases. So make sure you are open and honest with every person you lead

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3. Have Confidence

Just because you are a person in power does not mean that you always have confidence in fulfilling that role. But remember, if someone hired you to manage other people, they must have faith in you! So have faith in yourself, too! You can do it. It all starts in the mind. Act like a leader. Think like a leader. Treat people with respect, and they will treat you the same. Have a “can-do” attitude. When your team sees your confidence, they will feel safe with you as their leader.

4. Be Direct and Specific With Your Language

Ambiguity does not get the job done. For example, if a team member asks you how to accomplish a task, don’t just say, “Oh I trust you. Do what you feel is best.” Instead, give them specific information. Say something like, “I would be happy to help you. What I would like to see is for you to first get all the sales statistics together. Second, merge them into pie charts, and then when you have that done, please write up a 3 page report and give it to me by Monday. Do you have any questions? And feel free to talk to me any time if you need more support and guidance. My door is always open.”

5. Lead by Example

We’ve all heard the phrase, “You talk the talk, but do you walk the walk?” Words are empty. People really do believe your actions over your words. So if you want your team to be superior employees, you need to be a superior leader. If you need them to stay until 8:00 every night for a week to get a project done, you better be there by their side.  Employees emulate their leaders much in the same way that children emulate their parents. So make sure your behavior is what you want to see in your team members.

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6. Plan Ahead

Procrastination, anxiety and feeling rushed does not make for a productive team. So make sure you look to the future and plan everything ahead of time. While some people can work under pressure, others cannot. Make sure you share the plan of action with your team members and show them the timeline you need to follow to accomplish your projects. When everyone is on the same page and knows what is expected of them, they feel secure and more willing to get the job done.

7. Inspire Them‒Don’t Force Your Team To Do Things

People do better work when they “own” what they are doing. In other words, when people are forced to do something, they will resist. So it’s important to give positive encouragement to your team. Tell them how important their work is to the project and that you have faith in them. Even if you know it’s a task they won’t enjoy doing, make sure you keep it positive. Also, give them the option of choosing which assignments they feel they are passionate about and capable of doing.

8. Show Appreciation

Doing great work is wonderful, but if someone doesn’t feel valued, then they will not want to continue to give their best effort. Everyone likes to feel appreciated, even in the workplace. So make sure you thank your team members regularly. Thank them for their timeliness, staying late to finish a project, for their creativity, for inspiring other team members, or for winning a contract. Notice and acknowledge all of the accomplishments, both large and small.

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9. Be Positive

A great leader creates a healthy and happy team community. The best way to do this is by being positive. Don’t play into negativity. For example, if a team member says, “We’re never going to win over this customer, it’s impossible.” Don’t agree with them. Respond with, “Let’s not get negative about it. Anything can happen. We just need to figure out a way to handle this problem client in the most effective way possible. Let’s have faith about this. I know you can do it. We’re going to help you.” As the leader, your employees look to you for guidance about which direction to aim their emotions.

10. Think About Your Team’s Needs

People are not just employees. They are husbands, wives, daughters, sons, friends, mothers, fathers, etc. In other words, they have a life outside of work. A great leader recognizes this. It will be common for some of your employees to need to take the day off because their child is sick and has to stay home from school. Be compassionate. Acknowledge that they have other life commitments. When they feel like you understand, they will be more likely to give 150% effort when they do come to work.

11. Be Flexible

A sign of a great leader is being able to adapt your leadership style to your individual team members. For example, maybe your team member, John ,needs to be told exactly what to do or else he will accomplish nothing. If that’s the case, you should be more directive and authoritarian with John. However, maybe Jane would be insulted with that kind of style. She performs best when the leader allows her to express her creativity and lets her be self-directed. The best leaders are flexible and adjust their style for each employee.

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Bottom line is this: you can be a great leader. You just need to learn how. It’s not difficult, but if you keep these 11 things in mind, you will soar.

More by this author

Carol Morgan

Dr. Carol Morgan is the owner of HerSideHisSide.com, a communication professor, dating & relationship coach, TV personality, speaker, and author.

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Last Updated on January 6, 2021

14 Ideas on How to Measure Productivity to Make Progress

14 Ideas on How to Measure Productivity to Make Progress

Everyone has heard the term productivity, and people talk about it in terms of how high it is and how to improve it. But fewer know how to measure productivity, or even what exactly we are talking about when using the term “productivity.”

In its simplest form, the productivity formula looks like this: Output ÷ Input = Productivity.

For example, you have two salespeople each making 10 calls to customers per week. The first one averages 2 sales per week and the second one averages 3 sales per week. By plugging in the numbers we get the following productivity levels for each sales person.

For salesperson one, the output is 2 sales and the input is 10 sales: 2 ÷ 10 = .2 or 20% productivity. For salesperson two, the output is 3 sales and the input is 10 sales: 3 ÷ 10 = .3 or 30% productivity.

Knowing how to measure and interpret productivity is an invaluable asset for any manager or business owner in today’s world. As an example, in the above scenario, salesperson #1 is clearly not doing as well as salesperson #2.

Knowing this information we can now better determine what course of action to take with salesperson #1.

Some possible outcomes might be to require more in-house training for that salesperson, or to have them accompany the more productive salesperson to learn a better technique. It might be that salesperson #1 just isn’t suited for sales and would do a better job in a different position.

How to Measure Productivity With Management Techniques

Knowing how to measure productivity allows you to fine tune your business by minimizing costs and maximizing profits:

1. Identify Long and Short-Term Goals

Having a good understanding of what you (or your company’s) goals are is key to measuring productivity.

For example, if your company’s goal is to maximize market share, you’ll want to measure your team’s productivity by their ability to acquire new customers, not necessarily on actual sales made.

2. Break Down Goals Into Smaller Weekly Objectives

Your long-term goal might be to get 1,000 new customers in a year. That’s going to be 20 new customers per week. If you have 5 people on your team, then each one needs to bring in 4 new customers per week.

Now that you’ve broken it down, you can track each person’s productivity week-by-week just by plugging in the numbers:

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Productivity = number of new customers ÷ number of sales calls made

3. Create a System

Have you ever noticed that whenever you walk into a McDonald’s, the French fry machine is always to your left? 

This is because McDonald’s created a system. They have determined that the most efficient way to set up a kitchen is to always have the French fry machine on the left when you walk in.

You can do the same thing and just adapt it to your business.

Let’s say that you know that your most productive salespeople are making the most sales between the hours of 3 and 7 pm. If the other salespeople are working from 9 am to 4 pm, you can potentially increase productivity through something as simple as adjusting the workday.

Knowing how to measure productivity allows you to set up, monitor, and fine tune systems to maximize output.

4. Evaluate, Evaluate, Evaluate!

We’ve already touched on using these productivity numbers to evaluate and monitor your employees, but don’t forget to evaluate yourself using these same measurements.

If you have set up a system to track and measure employees’ performance, but you’re still not meeting goals, it may be time to look at your management style. After all, your management is a big part of the input side of our equation.

Are you more of a carrot or a stick type of manager? Maybe you can try being more of the opposite type to see if that changes productivity. Are you managing your employees as a group? Perhaps taking a more one-on-one approach would be a better way to utilize each individual’s strengths and weaknesses.

Just remember that you and your management style contribute directly to your employees’ productivity.

5. Use a Ratings Scale

Having clear and concise objectives for individual employees is a crucial part of any attempt to increase workplace productivity. Once you have set the goals or objectives, it’s important that your employees are given regular feedback regarding their progress.

Using a ratings scale is a good way to provide a standardized visual representation of progress. Using a scale of 1-5 or 1-10 is a good way to give clear and concise feedback on an individual basis.

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It’s also a good way to track long-term progress and growth in areas that need improvement.

6. Hire “Mystery Shoppers”

This is especially helpful in retail operations where customer service is critical. A mystery shopper can give feedback based on what a typical customer is likely to experience.

You can hire your own shopper, or there are firms that will provide them for you. No matter which route you choose, it’s important that the mystery shoppers have a standardized checklist for their evaluation.

You can request evaluations for your employees friendliness, how long it took to greet the shopper, employees’ knowledge of the products or services, and just about anything else that’s important to a retail operation.

7. Offer Feedback Forms

Using a feedback form is a great way to get direct input from existing customers. There are just a couple of things to keep in mind when using feedback forms.

First, keep the form short, 2-3 questions max with a space for any additional comments. Asking people to fill out a long form with lots of questions will significantly reduce the amount of information you receive.

Secondly, be aware that customers are much more likely to submit feedback forms when they are unhappy or have a complaint than when they are satisfied.

You can offset this tendency by asking everyone to take the survey at the end of their interaction. This will increase compliance and give you a broader range of customer experiences, which will help as you’re learning how to measure productivity.

8. Track Cost Effectiveness

This is a great metric to have, especially if your employees have some discretion over their budgets. You can track how much each person spends and how they spend it against their productivity.

Again, this one is easy to plug into the equation: Productivity = amount of money brought in ÷ amount of money spent.

Having this information is very useful in forecasting expenses and estimating budgets.

9. Use Self-Evaluations

Asking your staff to do self evaluations can be a win-win for everyone. Studies have shown that when employees feel that they are involved and their input is taken seriously, morale improves. And as we all know, high employee morale translates into higher productivity.

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Using self-evaluations is also a good way to make sure that the employees and employers goals are in alignment.

10. Monitor Time Management

This is the number one killer of productivity in the workplace. Time spent browsing the internet, playing games, checking email, and making personal calls all contribute to lower productivity[1].

Time Management Tips to Improve Productivity

    The trick is to limit these activities without becoming overbearing and affecting morale. Studies have shown that most people will adhere to rules that they feel are fair and applied to everyone equally.

    While ideally, we may think that none of these activities should be done on company time, employees will almost certainly have a different opinion. From a productivity standpoint, it is best to have policies and rules that are seen as fair to both sides as you’re learning how to measure productivity.

    11. Analyze New Customer Acquisition

    We’ve all heard the phrase that “It’s more expensive to get a new customer than it is to keep an existing one.” And while that is very true, in order for your business to keep growing, you will need to continually add new customers.

    Knowing how to measure productivity via new customer acquisition will make sure that your marketing dollars are being spent in the most efficient way possible. This is another metric that’s easy to plug into the formula: Productivity = number of new customers ÷ amount of money spent to acquire those customers.

    For example, if you run any kind of advertising campaign, you can compare results and base your future spending accordingly.

    Let’s say that your total advertising budget is $3,000. You put $2,000 into television ads, $700 into radio ads, and $300 into print ads. When you track the results, you find that your television ad produced 50 new customers, your radio ad produced 15 new customers, and your print ad produced 9 new customers.

    Let’s plug those numbers into our equation. Television produced 50 new customers at a cost of $2,000 (50 ÷ 2000 = .025, or a productivity rate of 2.5%). The radio ads produced 15 new customers and cost $700 (15 ÷ 700 = .022, or a 2.2% productivity rate). Print ads brought in 9 new customers and cost $300 (9 ÷ 300 = .03, or a 3% return on productivity).

    From this analysis, it is clear that you would be getting the biggest bang for your advertising dollar using print ads.

    12. Utilize Peer Feedback

    This is especially useful when people who work in teams or groups. While self-assessments can be very useful, the average person is notoriously bad at assessing their own abilities.

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    Just ask a room full of people how many consider themselves to be an above average driver and you’ll see 70% of the hands go up[2]! Now we clearly know that in reality about 25% of drivers are below average, 25% are above average, and 50% are average.

    Are all these people lying? No, they just don’t have an accurate assessment of their own abilities.

    It’s the same in the workplace. Using peer feedback will often provide a more accurate assessment of a person’s ability than a self-assessment would.

    13. Encourage Innovation and Don’t Penalize Failure

    When it comes to productivity, encouraging employee input and adopting their ideas can be a great way to boost productivity. Just make sure that any changes you adopt translate into higher productivity.

    Let’s say that someone comes to you requesting an entertainment budget so that they can take potential customers golfing or out to dinner. By utilizing simple productivity metrics, you can easily produce a cost benefit analysis and either expand the program to the rest of the sales team, or terminate it completely.

    Either way, you have gained valuable knowledge and boosted morale by including employees in the decision-making process.

    14. Use an External Evaluator

    Using an external evaluator is the pinnacle of objective evaluations. Firms that provide professional evaluations use highly trained personnel that even specialize in specific industries.

    They will design a complete analysis of your business’ productivity level. In their final report, they will offer suggestions and recommendations on how to improve productivity.

    While the benefits of a professional evaluation are many, their costs make them prohibitive for most businesses.

    Final Thoughts

    These are just a few of the things you can do when learning how to measure productivity. Some may work for your particular situation, and some may not.

    The most important thing to remember when deciding how to track productivity is to choose a method consistent with your goals. Once you’ve decided on that, it’s just a matter of continuously monitoring your progress, making minor adjustments, and analyzing the results of those adjustments.

    The business world is changing fast, and having the right tools to track and monitor your productivity can give you the edge over your competition.

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    Featured photo credit: William Iven via unsplash.com

    Reference

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