Best Practices: Managing People: Secrets to Leading for New Managers by Barry Silverstein

Author:Barry Silverstein
Language: eng
Format: mobi, pdf
Tags: Self-Help
ISBN: 9780061145568
Publisher: Collins
Published: 2007-04-03T10:00:00+00:00

Bonuses

Profit-sharing

Stock options

Team excursions

Hats, mugs, team items

Parties

Prizes such as lessons, health-club memberships, and tickets to events

Seminars and conventions

Vacations and weekend trips

Certificates, plaques, ribbons, and medals, publicly displayed

Public acknowledgment of team accomplishments in a newsletter or memo or at a meeting

Material Rewards

Incentives such as prizes, vacations, bonuses, profit-sharing, or stock options can dramatize the point that working as a team can be rewarding. However, be sure to distinguish team rewards from individual rewards. Having team members share a bonus pool that increases as the team meets specific objectives is different from rewarding an individual salesperson who exceeds her sales quota. Any team reward should be distributed equitably, so as not to favor one employee over another.

“If you want star players, reward the stars. If you want star teams, reward team players.”

—James B. Miller,

corporate coach

A department, division, or company profit-sharing program is a good example of a team-oriented monetary reward. Typically, a profit-sharing program distributes payments to employees based on the successful achievement of one of its financial objectives. Since all employees contribute to that goal, each one will be eligible to receive some portion of the profit. Sometimes this portion is based on time with the company or seniority in the corporate hierarchy. Profit-sharing motivates the individual to work on behalf of the larger team to get the maximum financial reward.

USING TEAMS EFFECTIVELY

Your direction as a manager is one of the keys to your team’s effectiveness. It is your responsibility to set goals, monitor progress, and establish criteria for success. But it’s equally important that you solicit and applaud your team’s input in these areas so that each team member feels a part of the process.

“As a leader, your job is to gently steer the team toward a more useful direction and toward solutions, and then let them do the thinking.”

—David Rock,

author of Quiet Leadership

There are two ways to provide direction to your team. The first is to meet with individual team members whenever they need guidance, have a problem, or are experiencing conflicts with another team member.

The second is to convene team meetings when you have a specific agenda or want to monitor the team’s progress. To keep these meetings efficient, establish what you want to accomplish and set a time limit at the outset. Share the purpose of the meeting with team members in advance. Invite the smallest possible number of people without arbitrarily excluding team members.

Red Flags

WARNING SIGNS OF DIVISION

Watch out for these signals that a team is not unified:

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