Organizations and managers should realize that a team’s success depends on it team leaders or managers and the team’s success equates with the success of the managers. HR consultants regard that it is a significant aspect for managers to inspire and develop their team members from time-to-time because it is critical for their own success and growth, as managers have to always rely on the capabilities of their team members and others to accomplish their career goals. Here are a few key steps, given by HR consulting services professionals that every manager has to follow in the process of developing a strong and supportive team.
- Understanding the role: The basic thing managers should do is making the team members clearly understanding their role in the organization. Managers should take time to ensure their employees know what they are expected to do and how their performance affects the overall performance of the organization. HR consultants opine employees can be developed only when they know and perform their duties and responsibilities without much deviation from what is expected of them.
- Let them do: As managers, one thing that is to be learnt is being confident about the team members’ capabilities and letting them finish their job. It has been observed by HR consulting services experts that many times, managers themselves do the tasks that are to be done by their team members either because of lack of confidence on them or due to an urgency to finish the task. However, this kind of behavior is detrimental to both the team members and managers. Managers should only explain to their team members what is expected of them and let them do it on their own because a manager’s job is to get things done by the team. This also helps the employees in facing challenges and overcome them which is truly needed to climb up the leadership ladder.
- Trust and mutual respect: Employees and managers should trust and have mutual respect for one another so as to develop as a team and as individuals. In the one-on-one meetings or periodical appraisals, employees should be made comfortable and given honest feedback along with a scope to voice their concerns that are hindering their growth. Managers must make the optimum use of periodical reviews and meetings to turn these meetings into learning opportunities for the employees.
- Training and development tools: Depending on the employees’ current abilities and potential learning capabilities, managers should be able to provide apt training and development tools to employees to perform the best in their current role. According to many HR consulting firms professionals, managers must ensure that their team members perform successfully in their current role before considering them for further challenging roles.
- Make accountable: It is not just enough if development opportunities and training tools are provided, the employee should be made accountable for the performance. Managers must regularly check if the employee is able to perform the task given; if not, reasons should be discussed. Managers should schedule monthly review meetings to assess the performance of the team members and check if the goals are being accomplished, to set new goals accordingly.
- Support their growth: It is one of the biggest tasks for all the managers to identify and support people who can go to the next leadership level. Every team member doesn’t have that potential, so according to the human resources consultants, the onus is on the managers to identify the employees with that spark in them and train them for the next level. The managers’ responsibility doesn’t end with providing opportunities to the deserving candidates; they should be ready to relieve their team members when they get an opportunity to move ahead. Managers should not hold their team members fearing the loss of a valuable member and disruption in work.
Managers should be proud of their team members’ success and the fact that they have been instrumental in the employee’s growth. Training and development of employees is a continual process that needs consistent efforts from managers and the organization.