Category: HR Practices

  • Building productive workplace teams with shared vision for success

    Our 21st century focus on teams isn’t new. Successful industry executives and entrepreneurs have long recognized the value of teams in fulfilling a company’s purpose and producing positive results.

    Industry titan Andrew Carnegie was a proponent of teamwork, defining it as “the ability to work together toward a common vision.” And his contemporary Henry Ford said, “If everyone is moving forward together, then success takes care of itself.”

    Those are inspiring and convincing words, but even the firmest believers in teamwork can find it difficult to put into action. While a workplace retreat can be effective, gains made in a single day are too often lost upon return to the office. So, how can managers build teams of employees who embrace shared goals to produce profitable outcomes?

    Want to create successful teams? Focus on these five qualities

    • Leadership – Establish yourself as the leader. Set goals for the team that can be linked to the company’s success. Delegate responsibilities that will foster individual professional growth and will help achieve the team’s goals. Be objective and fair in resolving conflicts among team members.
    • Trust –Trust in your employees’ abilities to perform their jobs well and allow them to make independent decisions as much as possible. The ... Read More
  • Managing low performers: Confront, communicate, coach. Then commend or can them

    One of the most challenging tasks facing managers is how best to handle low-performing employees. Questions abound: Can they make an acceptable turnaround? What help should we give them? How many strikes until they’re out? How long until we cut them loose?

    If they show a sign of promise, you might want to give them a chance to redeem themselves, particularly now when good employees are hard to find and recruit. Try coaching low performers and developing action plans for them. But know how and when to terminate them properly.

    “While it’s never easy confronting individuals about poor performance, tolerating it is a failure of leadership,” says John Baldoni, executive coach and leadership educator.

    Use a mixture of sensitivity and firmness when approaching low-performing employees. Don’t express anger toward them, and never disparage them in front of fellow employees. While no process is the only right way, here are eight effective steps to address subpar performance with employees from our HR consulting firm:

    1. Address the situation as soon as you recognize a problem. Don’t procrastinate or wait for a performance review while the problem continues.
    2. Find the cause and be objective. (Employees’ lack of skills, training, or motivation? Personal problems? Unclear expectations? Poor two-way communications?)
    3. Begin ... Read More