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Celebrate wins of the teams with a broader audience to "show off", make them post updates about their accomplishments too, what are they doing, what are they going to be working on.
Do they have roadmaps? Are they hitting milestones?
Hold retrospectives to bring this up and held open conversations, maybe they're just not aware about this and together can brainstorm on a solution....
Some friendly competition and weekly one on one’s.
It's important to set clear goals. If people know what they're supposed to do, and the timing involved so far as milestones or deadlines, it helps a lot. The team knows what's expected, and you then have a way to measure things. It's also good to focus on the near-term future, and encourage people to think about, and discuss, solutions that may come into play. And public acknowledgement of good work can be useful, it rewards someone, and let's others know that their efforts will not go unnoticed.
Well the problem is that you seem to think it just takes some list of “tricks” to build a high-performing team. If you don’t take it seriously and try to do it with smoke and mirrors they will see right through you and lose whatever respect they still have for you. It’s not hard. Be honest and authentic while explaining to each of them what improvements in outcomes, productivity etc that you expect them to deliver. And explain why it’s important to make those improvements. Things like client satisfaction/loyalty, increasing revenue etc…all those things that translate to job stability and increases for the staff. Those that raise their bar to your standards should be given extra in the annual raise process and you should fund it by taking some away from those that didn’t meet the challenge.
Hi!
One way to hold your team accountable is by making sure they’re very clear on their goals & expectations and also deadlines.
You want to create an environment where they’re able to hold themselves accountable and are proactive when it comes to keeping you up to date but also reaching out when/if they need any support.
First step make the goals clear and very definable. If they fail to meet the goals, Second step will ask them “ what should I have done to make this goal attainable?” by asking this supportive question they are going to realize that the goal is attainable and it’s now time for them to be accountable.
Open lecture about where we are, no bs. Where we want to be, and what that does for them, you, and the customer/client/etc.
Followed by uptrend discussion about how to get there. Ask them what they think would hold them accountable best.
Get them involved ss a team coming together to find the next step rather than having blindsiding policy shifts.