Team building, Boosting Morale, Improving Performance.?
Im looking for Hints, Tips, Idea's & Experience's things that have worked things that haven't..
for Boosting team Morale, Improving Performance & Team Building. Esp from managers, Supervisors or Seniors within a call centre enviroment
telecommunications for example
Thanks ever so much
Answers:
What you need to do is identify each team member's individual strengths and value them all. Give them work that suits their strengths. Praise them when they do well. Show some humanity. Forget the usual Human Resources bull****.(i.e. don't overburden them with appraisals and target setting).
Set achievable tagets and give praise when earned.
I was a manager in a major supermarket and one thing i done yearly with my staff was to go paintballing, bowling or something in that catagory. I also let my staff know where they stood with me by way of monthly team meetings and such, I also implemented one on one time once every three months just to get to know what their strengths and weaknesses were, I also used these meetings as way of finding out what they enjoyed and what they didnt.
This increased staff moral which in turn produced an increase in profits for our department and an increase in customer satisfaction.
People are people at the end of the day with their own sets of problems, strengths and weaknesses if managers get to know each member of staff individually and treat them as individuals they will in turn be more confident in what they are doing and feel like a valued member of the team.
Just so u know i was premoted to senior management because of this and have stayed friends with a lot of my former staff
A few things my boss did: We had a couple toxic co-workers who weren't productive and brought down unit morale. We got together away from work, and spent a day watching a video (the man who planted trees), discussed it, and discussed aspects of emotional intelligence. We had a follow up meeting a month later after we did some work exercises, and a lot of personal things came to light, and their behavior was explained. Everyone was able to express what they felt (frustration, anger, etc) in a safe environment. The two toxic people left within a month following.
Also, our boss has always been very supportive when family issues came up, and with working with us to keep interest in our jobs. If you are a supervisor, I'd say letting the employees know that you will go to bat for them if they are in the right is a huge thing.
team building .talk to them involve them an d ..who are them..these are people .and don't forget it and IT. forget it its people skills That count .relate
London Underground Jobs available?
Has anyone else had a bad day at work?
Carbon Dust?
what are the international industrial marketing modes of entry and what are their strengths and weaknesses to?
I have a money to invest..?
WHAT IS THE LEVEL OF iNCOME TAX FOR FOREIGN WORKERS IN SOUTH KOREA?
anyone have any good saving and or budget tips for me?
Why would someone go into banking as a profession apart from money?
I have to apply for a job that requires a third level security clearance. Does anyone know what this entails?
for Boosting team Morale, Improving Performance & Team Building. Esp from managers, Supervisors or Seniors within a call centre enviroment
telecommunications for example
Thanks ever so much
Answers:
What you need to do is identify each team member's individual strengths and value them all. Give them work that suits their strengths. Praise them when they do well. Show some humanity. Forget the usual Human Resources bull****.(i.e. don't overburden them with appraisals and target setting).
Set achievable tagets and give praise when earned.
I was a manager in a major supermarket and one thing i done yearly with my staff was to go paintballing, bowling or something in that catagory. I also let my staff know where they stood with me by way of monthly team meetings and such, I also implemented one on one time once every three months just to get to know what their strengths and weaknesses were, I also used these meetings as way of finding out what they enjoyed and what they didnt.
This increased staff moral which in turn produced an increase in profits for our department and an increase in customer satisfaction.
People are people at the end of the day with their own sets of problems, strengths and weaknesses if managers get to know each member of staff individually and treat them as individuals they will in turn be more confident in what they are doing and feel like a valued member of the team.
Just so u know i was premoted to senior management because of this and have stayed friends with a lot of my former staff
A few things my boss did: We had a couple toxic co-workers who weren't productive and brought down unit morale. We got together away from work, and spent a day watching a video (the man who planted trees), discussed it, and discussed aspects of emotional intelligence. We had a follow up meeting a month later after we did some work exercises, and a lot of personal things came to light, and their behavior was explained. Everyone was able to express what they felt (frustration, anger, etc) in a safe environment. The two toxic people left within a month following.
Also, our boss has always been very supportive when family issues came up, and with working with us to keep interest in our jobs. If you are a supervisor, I'd say letting the employees know that you will go to bat for them if they are in the right is a huge thing.
team building .talk to them involve them an d ..who are them..these are people .and don't forget it and IT. forget it its people skills That count .relate
The answers post by the user, for information only, UKQnA.com does not guarantee the right.