As a leader, it is essential that you know and understands your team members. We’ve previously looked at some theories which can help with this including Maslow’s Hierarchy of Needs and Goleman’s Emotional Intelligence.
It may seem like an overwhelming task but there are some proven techniques we’ve utilized in order for me to better connect both myself while working within each department as well as on an industry level.
As an effective team manager, you will take the time to get to know your employees on a personal level. This includes learning what motivates them in their work and how best can help them achieve goals that are important both professionally as well outside of business hours. Effective managers put forth effort into understanding each individual’s strengths so they may be properly utilized while also taking note if one employee needs more motivation than others based on certain situations like when there is less staff available or deadlines need to get met quickly with little margin for error involved.
If a team member is assigned to a role that he or she does not want, there could be many reasons. They may feel unqualified and lack confidence in their performance as well as it is too much work for one person alone. If this continues without a resolution from the leader then it’s possible you should reconsider your duties because maybe what was desired wasn’t something worth pursuing after all.
It can also happen if someone has been given additional training but still isn’t able to manage successfully due to skillsets; these employees might need more encouragement than just words of praise – instead giving them tasks with deadlines would allow everyone involved to know where they stand on anything at any time.
On the other end, a role that is more interesting or on another level can also be given to someone who doesn’t necessarily need it. This is generally done in hopes of getting them motivated to work harder for oncoming tasks which are more difficult than average.