The CEO of the entire company structure is a key figure. He decides about mutual relations and influences the level of employees’ involvement during performed duties. It is a leader who has the responsibility of forming and managing a team of employees.
At the initial stage of creating structures in a company, one of the most important issues is the selection of the best candidates, not only in terms of experience and knowledge but also personality and identification with company values. An ideal employee should have the same goals as the organization and have a specific set of features that will enable them to perform their duties effectively.
One of the commonly used ways to obtain as much valuable information about a candidate as possible during recruitment are:
- skills tests (diagnosing intellectual level),
- personality tests
- motivation questionnaires and competency-based interview (i.e. verifying the level of competence of the candidate on the basis of an analysis of his previous experience in various professional situations).
Team management – be a leader for employees
The employer, when employing (even one) employee becomes part of the team he commands, so it is important that he earns a leadership position.
A leader is a person who:
- controls and controls his emotions;
- is determined and makes informed balanced decisions;
- can see disadvantages – both his own and the organization;
- easily gets along with other employees, willingly cooperates;
- is disciplined and conscientious, motivates and encourages others to work;
- is able to discover the potential of another person, and this benefits both the company and the employee himself, who begins to believe in himself and feels fulfilled.
An efficient leader can create the effect of the so-called synergy – the skills of individual employees intensify each other, allowing the group to achieve higher results. The benefits achieved in this way are not only synonymous with good financial or sales results. The team has a good atmosphere, a sense of responsibility for the achievements and commitment of everyone in the work.
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Team management and employee motivation
One of the basic functions of a leader in a group in which proper team management occurs is motivating employees. The basis for starting these activities is knowledge of employees’ needs and matching activities to their expectations and skills. Well-separated tasks show employees, and help the leader assess the tasks completed.
Although for most people finance is one of the most important factors influencing their motivation to work, full employee involvement can also be achieved in other ways. This is especially important for small and medium-sized enterprises, when non-wage motivating methods are much more effective than small salary increases or bonuses.
One way to motivate employees is to change their responsibilities. Reducing the monotony of work increases efficiency and promotes employee development. In addition, an important incentive to identify with the company is to involve employees in making decisions that are important for the entire team. Here, a lot depends on the character of the person – whether he is focused on developing his skills, or prefers a permanent job and avoids changes. In this case, new tasks can discourage work and negatively affect the work of the entire team. Therefore, extending the employee’s responsibilities, increasing his independence and the scope of decision making can only motivate people who are willing to develop.
Every employee wants to be appreciated for a job well done. However, a positive effect can only be achieved if praise is given immediately after completing the task. It is important that it be honest, supported by arguments and communicated in the right form – it is worth remembering that for many people praise in the forum can be embarrassing. Criticism and pointing out errors should not be done with witnesses. Such a conversation should be conducted face-to-face and suggest to the employee that he has the opportunity to improve his behavior for the future.
The boss’s partnership with employees and a good atmosphere also help build a harmonious team, release loyalty, commitment and creativity. Regular meetings, a partner form of conversation and efficient communication have a positive impact on the motivation of the entire team.
Team management by goals or quality management?
Effective and rational team management makes the boss a real leader. However, developing a proprietary and functional company management system can cause many difficulties.
Team management by goals includes the following cyclically repeating phases:
- systematizing the company’s goals;
- setting by managers and subordinates intermediate and individual goals correlated with the strategic decision-making area;
- strategic and operational planning as well as linking individual goals with overarching strategic goals;
ongoing monitoring of the implementation of objectives belonging to the strategic decision-making area and to the individual area of free operation;
- assessing the efficiency of management and staff work, i.e. feedback on results.
The key feature of this management model is that managers and subordinates set individual goals, goals of the other party and the company’s goals, and then systematize them and connect them with the main goal of the company’s operation. The implementation of goals is subject to ongoing control, which is focused on the correction of errors and largely relies on self-control. The basic rule when it comes to managing a team through goals is that you must absolutely comply with your responsibility for errors and any shortcomings in achieving your goals.