Managing a project team with mastery is something for few. It is necessary to have a spirit of leadership, firm pulse, flexibility, dynamism, pro-activity, dedication and respect for the other members. Even those who have all these qualities and several others end up having a series of difficulties, since dealing with different people in an environment that tends to tension, with pressure to meet goals and deadlines, is not easy.
So, if you have just been assigned to the project management role or are thinking about being a project manager , keep reading the step-by-step guide to understand how to manage your project team!
How To Manage Your Project Team In 6 Steps?
The tension that naturally circulates in the work environment ends up generating some conflicts between employees. It is the goal that must be met, the schedules that must be followed, difficulty in following what was agreed, conflicting personalities, misunderstandings, among others. So understand that to some extent conflicts are natural between team members. What is not and cannot become natural is to feed these conflicts.
If you notice problems between two team members, or that you have difficulty dealing with one of them, call for a private conversation and try to resolve the problem. Always look to see if there is any conflict going on, to resolve it before it snowballs.
If the problem is with you, don’t take it personally. Remember that professionalism speaks louder. Talk and resolve whatever needs to be resolved.
Value The Diversity Of Your Project Team
You will never find a homogeneous project team. Some will be more analytical, others more introspective, others problem-solvers, in short. Some have more experience, some less, some are more didactic, some are not.
Explore these differences in your favor and in favor of the project. Don’t try to homogenize your team. Show that you value the innate qualities of each member. After all, if they are there, it is because they have this merit.
Be A Real Leader
Who is a real leader embraces the cause, wears the shirt. Those who just sit behind the desk and dictate orders are not leaders. Well, you should work together with the team, collaborating in the work. Allow the team access to project management software . Help with whatever is needed. Provide the necessary data if requested.
Determine Clear And Plausible Goals
One of the evils of some managers is not being able to make clear what the objectives of the project are, or setting unrealistic goals that the team cannot accomplish in the requested time. Therefore, be realistic and clear in what you are defining in the project. If a certain step needs 5 weeks to complete, don’t define that it can be done in less time.
And always make it clear to your team what goals they must accomplish. If necessary, reaffirm, hold meetings, but everyone must be in tune with the ultimate goal. Because if everyone doesn’t know exactly where to go, they won’t do a good job.
Define The Roles
The work will be done well if everyone knows exactly what to do. That’s why delegating functions is essential. Team members cannot get lost without knowing what to do and what not to do. These roles need not be fixed, but should always be clear to each member.
Make these settings visible — whether in cloud documents or even on a wall in the workroom. That way, everyone will know who to turn to in case of a problem with a particular function.
Be Clear In Your Charges
When the time comes to demand compliance with goals, know that there can be no authoritarianism. Be reasonable, listen to your team and make them understand where you want to go, without communication noises. Also make clear hierarchical orders within the team.
More experienced people have a greater voice of authority than those just starting out. But even these people should at least consider what the most inexperienced are saying, without putting their position of authority as a way of demeaning the knowledge of others.
Did you like the tips? By following our step-by-step guide, you will surely manage your project team more efficiently, calmly and without major problems with your members.
Employee Engagement Depends On Communication In The Workplace
An immediate supervisor can influence the level of engagement both positively and negatively . 44% of respondents said their supervisors strongly increase employee engagement, while 41% say supervisors strongly decrease employee engagement with the company.
39% of respondents indicated that employee communication in the workplace contributes strongly to employee engagement, and 47% said they had a moderate influence. Other factors contributing to greater engagement include leadership change (31%) and reward/recognition programs (18%). Factors contributing to decreased employee engagement are low team morale (49%), poor management/leadership (48%), downsizing (38%), and change in leadership (26%).
Another trend that has been identified is the increasingly common use of corporate social media tools as part of the organization’s employee engagement strategy , says Robin McCasland, President of Brain Biscuits Strategic Communication: “The differences between internal and external communication are dissipating and organizations that communicate effectively through social media are finding that it creates a positive corporate culture , strengthens employee engagement and reinforces the company’s external reputation .”
One of the main findings of this year’s survey is that improving organizational culture and the work environment became the most voted goals in the ranking of factors that improve employee engagement . Organizations are committing more deeply to engaging their employees effectively, knowing that this is the key to increasing their productivity LMS, strengthening talent retention and ultimately achieving the company’s business objectives LMS .
This is the 3rd. Edition of the “Employee Engagement Survey” report, carried out by the IABC and which seeks to determine how organizations are communicating with employees to keep them engaged and productive . Nearly 1,000 communications professionals participated in this year’s survey, representing a diverse base of industries and geography.
Goals For Engaging Employees
Last year, companies were more concerned about increasing productivity in the workplace. This year’s survey found that creating a new culture and communication in the workplace (33%) was the most important objective identified by respondents, followed by increasing productivity (28%) and retaining talent (26%).
Communication Methods Used To Engage Employees And Promote Productivity
Similar to last year’s survey results, email (81%) and intranet (72%) are the most frequently used engagement tools for workplace communication.
More than half of the companies surveyed used blogs (69%), Twitter (58%), Facebook (57%), instant messaging services (57%) and YouTube (53%) to communicate with their internal and external audiences.
Tools Added To The Corporate Intranet
More than 50% of respondents said their organizations have added tools with content sharing capabilities in the last five years. Employee profiles, news feeds, traditional blogs and a host of other collaboration tools have become popular.