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Improving team performance and building high performing teams should be the goal of every leader of a team. Businesses are their people. Get the best from the people in the company and you have a successful company.
You can increase the performance of any team with a good management approach. You don't need to hire amazing people (though this makes it easier). You do need to provide clear direction and expectations, work hard to create a great and productive environment for the team to work in and work hard to support your team members which includes protecting the team, removing problems, developing team members and doing what is best for the team.
Use the advice, tips and knowledge I have gains from working in world class companies, building multiple prize winning high performing teams to build your high performing team.
Look forward to seeing you soon, Jess enhance.training
Im a hard worker, but im introverted and not very social, so i have never been promoted. Honestly, I find my managers to be annoying . I just talk business thats it.
I once work in office a years ago but i already quit now because i can't stand there and i always afraid making mistakes in that office. When i make a mistake, my superiors always blame/criticized me in a group chat, sometimes using words that hurt, and in my point of view they're like make an example like "be careful don't make same mistakes like her/him" they have something like "bff coworkers" idk but in my eyes if they make a mistake, they correct them nicely unlike me or the other victim like me. Idk is it just me being sensitive or it's just common thing in my country/in that workplace 🥲. But my manager and my boss are nice people, especially my manager. I don't share my problems at work with my boss and manager, i share(telling my problems) with my close friends to relieve my stress/anxiety
I have lazy co workers but the team leaders are as bad as them, joining in big chats, cracking jokes, doing nothing about the slackers at the same time knowing nothing about the job, British management.
I have a very lazy worker in a team of 6 all supposedly equal we are all on the same money, i have reported him many times but the management are not interested. So when i return to work monday i will give them a new rule, when he stops i stop, when he goes slow i go slow, work will soon pile up and then management will be interested because we work in recycling and rubbish will pile, cages will be short all departments affected ! I cant wait for monday😅
What if your manager only listens to a colleague who continuously reports the actions of other staff members and cant be bothered or care to ask what is actually going on? Then the colleague gets promoted making the situation worse?
@kofiastra9837 - this sort of situation is really hard. A good effective way to counter this situation is work on building the relationship with you manager and offering an alternative viewpoint on the actions of other staff. The more in the team that do this, the less opportunity for undermining.
I'm in a terrible state right now. I just hope that God saves me because finding another job as an introverted shy person is not too easy. Thank you anyway for your response.
Excellent vdo lecture bt as a professional in my opinion employee participation in decision making is ensured, delegation of responsibility nd authority from seniors to their juniors is is practiced by top executives of HR, Delegated powers r used well, supervisors ensure that shop floor committees r effective, culture of delegation is present in the entire organization, conducting workers education programs through different Training Methodologies for skill development for better OD nd OB results, involving union or association leaders in various HRD activities nd decisions, conducting surveys of learning environment nd HR climate in the organization, studying employee processes nd problems through surveys, providing feedback to employees on survey results, conducting stress audit nd strees research nd conducting communications research etc.in brief in my point of view.It is a continuous process for assessment.Vry.inspiring and incredible lecture.Thanx.
How hard do you work to make sure behavioural expectations are really clear to your team? What incentives do you offer for team members to meet your expectations (and what consequences for not meeting them)? How well do you live your own expectations you set for your team? If you can do all of these well and consistently, (and help staff meet expectations) you are much less likely to get behavioural (or performance) problems in your team. J
Remember that your job is a battle. Everyone wants the same goal. To be promoted, to get a raise, recognition, etc. And there are MORE SNAKES, VIPERS, AND RATS at a workplace than butterflies and ladybugs. In other words, at your workplace, there are less friends than enemies and backstabbers. So, always be aware that conflict will come your way. Never be in your comfort zone.
I agree the workplace is very competitive and many people try to get ahead through underhand tatics. Knowing how to deal with these people is super useful!
Undermining can be undertaken by very competent individuals as much as incompetent individuals. The more respected they are by others, the harder it is to stop their undermining (in my experience). J
When the manager is not interested, it might because they don't know what to do, they don't believe you, or they think it is too much hassle. Talk to the manager about the impact on team, and therefore on the managers career. Persuade using examples. Ask other team members to speak to your manager too or ask everyone to put social pressure on the person with the bad attitude to improve. J
@@Enhancetrainingthat doesn’t always work. I had a job where I was a lead and the worker had friend in high places so she wouldn’t change the behavior. Managers did nothing either. So I ended up leaving.
Thank you. I needed to see these facts and patterns objectively to understand my situation. You helped me see the truth in all the manipulation, that my own spider sense was tingling about. Namaste! I can now act, and be confident.
Bad attitude comes with bad management so take care of the source not the employees stop blaming the employees and start looking at management for pencil whipping numbers to make up for their bad management skills
There are lots of reasons for bad attitudes and one of the common ones is bad management. There are just as many on the employee side. Each situation is different.
I would hope that HR & the leadership would be very keen to stop bullying. I also know that plenty of people put bullying into the "too difficult" to stop category. Bullying doesn't help anyone except perhaps the bully themselves.
I'm so sick and tired of mean, nasty, unhappy people. I work hard, I do a good job, I mind my own business, I try my best to earn the company money, I respect my boss, I try my best to be pleasant and nice all day, and I try to help out my co-workers. And even still, they treat me as though I'm no good at my job and they try their hardest to make me look bad. I'm seriously over it. Why can't people just be normal and nice??
I agree it would be amazing to work in companies where everyone was nice, respectful, pleasant etc. The leaders have the biggest influence on the culture of the company and who works in the company so over to them...
Because they are not "you" that's why. To survive in any workplace, you should be a sheep AND A LION. A FOX in a forest. You should learn cleverness. Being clever means you can be nice, but witty and outsmart your opponents.
@@darkvalue505 For sure... every day. Calling them out when they lie, calling them out when they talk trash about people, calling them out when they are playing games. It's as though they are socially and mentally stunted.
I'm currently going through this at the moment. A team mate who started over a year after me has said the following; That I am taking opportunities away from people who have earned it (her who went to university) That on days we work out in the main 'testing site' I should be stuck in the lab as it takes no skill or education to run ( we share rolls on some days, either out the back with the fun or in the lab running tests) That I am weak for doing what another teammate told me to do That I shouldn't even be asked to do lab work (despite me training her how to do it) I should wait until she's there to do it. She announced to the office kitchen that I only like doing test work as I have a crush on another teammate - which is half true she knew I had the crush but I enjoyed test work long before I met him.he worked away for months when I started the job. This all happens when no one's around which makes it difficult to report and I have gone to my manager about all this a few months ago (he's a great manager) but am about to tell him about what's happened in the last month including her not speaking to me then 40 minutes later when manager and other colleagues are around she will act like my best mate. It's gotten to the point where I don't want to be in the office, I have so much anxiety that I'm throwing up on days I'm worried she's in, Ive been considering moving desks and considering getting HR involved.
There is a lot of hassle in firing and hiring. Sometimes it is absolutely the best solution. From experience, getting improvement from people is quicker and cheaper than fire and hire and a lot of the time (but not always) better for the team.
Collect evidence??? At what point do you sound like a whiny cry baby? Then join together a group of whiny babies to prove your evidence? I don't think this is a good plan of action. It's better to go directly to the undermining individual to speak to them for an understanding. If they up the ante, again deal directly with the individual. Having evidence will come across as "petty". Escalating to a manager, HR or senior management is totally not a good idea. Maybe the answer is based on the cultural differences. However the idea to market yourself at work solely is the better solution.
@kenyatalove1643 - yes there is a balance to acheived. I know from experience that sharing opinion alone does not do very much. Managers and HR can dismiss you easily. With facts and examples, dimissing is a lot harder to do. You know your company culture and country culture - take the best route for you personally. J
Unfortunately many companies dont care or not a lot if ypure bully. They may even side with the bully manager .they just hope you leave so it makes things easy for them
In my opinion, any company or manager worth working for will care a lot about bullying. Bully is very damanging behaviour to any team, not to mention tough on the victim. I agree that human nature is often to take the easier route. Easy is not always best!
I have a question. If my manager has purposefully asked me to resign by setting unrealistic expectations in the form of PIP and if my client is another country is not aware of all these....How will I inform my client about it?
If you have already resigned (forced to or otherwise), then informing your client that you are leaving would be a professional necessity. I would suggest that you don;t drag a client into problems with your manager as this would be unprofessional and likely to cause you further problems. A question for you - can you demonstrate why the expectations are unrealistic? i.e. comparing to the expectations placed on peers, peer performance etc. This would allow you to push back against the PIP and increase the legal risk to the company if they are acting unfairly.
There are so many things wrong with the corporate world that simply infuriates me; why if someone is working hard and is competent should be deprived of a promotion because it was not in their nature to be overly social and making connections. Or that the next person who is more charming should get promoted ahead of them. Plus, if they don't see your value, move on. There shouldn't be games to play to get ahead. These are all so stressful; what if I genuinely don't like my higher up manager because I don't believe in their morals and ethics based on things I've seen from them.
@samirafriis - In an ideal world managers would spend a lot more time undering standing exactly how good their staff are. Working hard and doing a good job is not enough. The ability to communicate well and in many different situation is also a very improtant set of skills, particularly as you get more senior. I learnt this the hard way. It is a game that is part of getting promoted unfortunately. J
My problem is when the under preformer states their issue is being overwhelmed with the workload, yet its expected and realistic for their pay grade. Sometimes, the actual position itself isn't the right fit for an employee, but of course, they don't want to take a pay cut if you take some of the workload off them...
Clear and realistic performance comparisons to as many peers as sensible is great for countering the "I have too much work; I am overwelmed" statements (assuming they are doing less than peers). J
What if I am the underperformed? I want to be a 7 figure daytrader and need to get my performance up. Futures Daytrading requires immense pressure to perform live price action
This is such great advice. After watching I finally made a decision to do nothing, to focus on working on myself and my success. I have fought things in the past with other companies and it usually is futile, especially if you are the one with least seniority.
