Here are some handy tips that could help manage “disconnected” teams better.
It’s vital for CEOs and HR managers to build a close relationship with team members—to know them on a personal level and learn what their expectations about the workplace are and take considerable efforts to make them feel comfortable.
Another great idea is to engage the staff by proposing that they take a short video to feature their likes/dislikes, hobbies, etc. and to disseminate it via the corporate network. In such a way you will kill two birds with one stone: you will obtain additional information about employees and give them the opportunity to get known one another, ease possible tensions and create a favorable atmosphere.
Go beyond tech features and try to organize a remarkable office culture for your employees by offering certain benefits, including bonuses, a relaxation room, free meals, trips, etc.
Among other activities, you can offer events that allow you to gather your team and spend a certain period of time together working or just relaxing (in case of corporate events). On one hand, you will have to spend a considerable sum of money for such trips, but on the other hand, you can expect positive outcomes: knowledge sharing, higher loyalty, more effective and active collaboration, and, as a result, improved productivity.
Flexible scheduling is indispensable for most companies, as every person has his or her own optimum times for creativity and effective work. Of course, it’s important to agree on the hours when every team member will be in the office to discuss certain issues, but it’s not necessary to chase employees by counting the hours they spent at their desk. Instead of that, track and estimate the expected results.
To help with planning as well as analyzing your team’s results, you can make use of more powerful tools available on the market today:
If these programs don’t satisfy all your company’s needs and you want something different and more sophisticated to manage results, ask for help from experienced software developers who will offer a number of custom corporate solutions.
In every department there tends to be a kind of activist, or champion, who drives, supports, and helps their team without being asked to do so. Such a person is not necessarily a department head or an extrovert who likes socializing. It’s an employee who really cares about what is happening within their office.
It’s possible to detect such an activist even during a primary job interview, because this candidate is always full of ideas, offers, and always asks many questions. For this employee, it’s easier to understand the reasons for unpleasant delays and low productivity. So it seems reasonable to rely on them, but at the same time avoid indulging in every single idea on the fly – positive and well-thought-out feedback will be much more effective.
With such an array of tools and tips managers can really simplify their task of organizing teams from different branches in the right way, increasing productivity and inspiring the staff. The main thing is just to stay alert and constantly interact with employees, empowering them and showing they are indispensable to the company.
By Yana Yelina
Yana Yelina is a website design and development expert at EffectiveSoft, a custom software development company with 250+ specialists who boast expertise in different business domains (healthcare, trading and finance, logistics, e-commerce, etc.). You can reach the author at: firstname.lastname@example.org; Yana.Yelina@effective-soft.com or connect with her via LinkedIn or Twitter.