You’re probably familiar with restarting your computer – but where’s the reset button for your staff?
Managers often talk to me about how to ‘reset’ their teams. Sometimes it is after a long break (like Christmas), sometimes they just feel that the team has become somewhat rudderless and momentum has been lost.
One of my great post-pandemic lessons was that if you want your team to be high-performing, you need three things:
• A clear purpose
• Clear roles and responsibilities
• Regular, high-quality communication between all the team members
As a manager it’s really important that everyone understands the work landscape, knows where they fit in and know what’s expected of them. It really is worth taking time with your team to define (or redefine) your expectations.
These are the kind of things that I mean:
• What and how the team will deliver (and how it is measured)
• What is the structure for personal development, 1-2-1s and performance management
• How team members would like the team to be perceived by others
• What your team can expect of you as a manager
• Your position on flexible working arrangements for health and well-being
• Your position on equality, diversity and inclusion
It can be very helpful to discuss and agree, a simple ‘working-together’ document with your team, to establish expectations about these things, and to set out what normal behaviour and working practices look like.
We all know how difficult it is to stick to ‘grand plans’, particularly in the New Year – so focus on the three Cs: clarity, consistency and conversation.
When people understand the purpose, know their role, and feel heard, performance follows. And just like when updating your laptop, a restart really does help new changes take effect!
