· Hire leaders first, IT whiz kids second.Tech skills can be learned. Growing as a leader, however, will take longer if the basic human qualities aren't there.
I completely agree with this ,A leader with vision and motivator is needed to build the team.
· Recruit support from the three of 10 employees who are engaged.This way, they'll provide direction for remaining workers who are on the fence.
· Get your managers to buy into change.Their teams will take a cue from the way they respond to unexpected shifts.
· Dispense with generational stereotypes.All Gen Yers aren't over-entitled children. All Boomers aren't burnt-out employees attempting to hang on. Discover value within individuals.
· Work with employees to enable them to set their own expectations.They'll have a better chance of succeeding if they've designed their own performance standards.
· Present challenges as something to run toward, not from.Establish the "what's in it for them" factor to transform a potential headache into a positive point of focus.
very true... but again it depends on Attitude of the person
· Eliminate the whine fests ,Instead of letting them come to your office to complain about a project, require employees to present three possible solutions for every problem.
I see this most of the time. people who always complain but never gives solutions may not move ahead .
· Document large victories.The best way to avoid re-inventing success is to document how your teams got it done the first time.
· Celebrate even small victories.Minor wins among your teams need to be recognized to inspire them.
Very important to boost your Team moral and keep it going
· Be fair.This doesn't mean everyone gets paid the same. It means reward systems are clearly defined and equitable - equal bonuses and benefits exist for meeting equal objectives.
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