Tips for good team management

In order for a company to succeed in a project, it is essential to set things straight and promote a calm and serene work climate. Team management should not be improvised overnight. It is quite feasible to do everything "on the job", it is nevertheless preferable to analyze a good number of principles and master certain methods.

Valuing teamwork and encouraging authenticity

The manager must encourage, value, and recognize the work, talents, skills, and efforts of each person. They must allow each member of the team to improve and grow. They must also encourage collaboration to give more meaning to individual and collective work. By remaining genuine, respecting the company's practices and values, and keeping his or her personality intact, the manager will forge strong ties with team members and foster healthy relationships with and between his or her collaborators in order to promote a climate of trust. He or she must therefore be able to recognize his or her own mistakes and those of others if necessary. Good leaders must also show tolerance, empathy, and indulgence towards all their collaborators.

Bonding the team members

The project will only see the light of day in a positive way if a team is well welded and that everyone does his job well by supporting all his colleagues when it is needed. Being alone in a project can be quick, but by staying together, the team will go further. The function of the manager is to optimize the cohesion of his team, the collective intelligence, and the collaboration. To optimize cohesion, there are a few tools to promote. When used properly, they will help to weld the group together and optimize the collective spirit.

Properly handle conflicts and changes

These exercises should not be improvised and every manager may encounter conflicts between team members at least once in his career. He must be able to spot the signs of tension in his team, analyze and decipher each cause and act carefully before the situation deteriorates and control completely escapes him. On the other hand, change is a process that requires support. Moreover, each phase a person goes through during the announcement of a change is immutable. Some people may experience it badly. Others can often get bogged down in totally uncontrollable immobility. Depending on the personality of the employee and the degree of importance of the change, the manager will have to adapt his management to the situation.

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