Management styles that develop productive teams

It is the responsibility of the leader of any team to develop the capability of their team members to become highly efficient and effective workers. Teams who are efficient and effective are highly organised, clear on their goals and complete their work to the standard of quality expected of them within the designated time frames.

Below are three management styles which can cultivate these kinds of teams through different approaches and ideologies.

Transparent managers are clear on their expectations and strategies used to achieve team goals. These managers know how important it is to communicate the business’s strategy, goals and explain how each team member’s role contributes to the business strategy.

Empowering managers don’t micro-manage their team. They invest their time educating their employees and give them the opportunity to make mistakes and learn. They encourage their team to be more independently productive and can ensure worker sustainability in the business.

Healthy managers tend to have a balance in their work and personal life, and are more relatable to their employees. These kinds of managers who put health and happiness first are more likely to encourage their employees to do the same. Happy and healthy employees are more productive than overworked or tired employees, and are more likely to build good relationships with others.

Avoid these mindless office habits

The worst part about bad habits picked up at the office is the fact that many employees don’t even realise they are doing them. Work life can often introduce a range of bad habits that can take a serious toll on a person’s health.

But it is never too late to change. Being aware of what these habits are and thinking of ways to avoid them can improve a person’s mental and physical health. Below are some common mindless habits that many employees may have without even realising.

Leaning your face in your hands: Even though it may be a comfortable position, touching your face excessively is an enemy to good skin care and hygiene. Regularly touching your face can make you skin more likely to break out since you are spreading germs or other bacteria from your hands. Always try to sit up straight to avoid the temptation to do this. If that’s too hard, make sure you keep your hands nice and clean by washing them regularly.

Slouching: Bad posture can result in bad health. Having poor posture while staring at some form of technology can strain your upper body, which can lead to neck and shoulder pain. Slouching can also negatively influence your mood. Just like the point above, make a mental note to always try and sit up straight.

Sitting all day: If you haven’t already heard, sitting is considered to be ‘the new smoking’. This isn’t that great for those who work at a desk for eight hours a day. Sedentary lifestyles increase the risk of having diabetes and heart disease, and it can also hurt your back. Try and move around as often as you can in the office. Perhaps go for a short walk every so often, use a standing desk if possible, or even engage in some yoga to undo any damage received from sitting at a desk all day.

Creating a positive work environment

Achieving a positive and motivated workplace culture is the kind of business asset that is surprisingly hard to maintain.

Lazy and unmotivated employees, poor communication and workplace bullying can all contribute to a work environment that no-one wants to be in. This kind of workplace toxicity can have lasting repercussions on a business’s future in growth and profitability.

Although there is no such thing as an instant solution, there are ways managers and owners can create a more positive environment. Below are five steps designed to help identify the causes of workplace negativity and what you can do to create a positive work culture for all.

1. Trust your employees
It is impossible for someone to exhibit innovation if they are held back by policies or committees. Trusting your employees gives them the space required to be innovative and helps create an environment that forgives mistakes.

2. Address passive aggression
Passive aggressive behaviour is detrimental to everyone involved. Make sure you do not allow it in your workplace by enforcing policies that require workers to address issues with others directly, instead of talking about it behind their backs.

3. Get rid of the bullies
Even if they are high performing workers, do not hesitate to dismiss workplace bullies. Keeping them on can often cause more serious, long term issues. Allowing workplace bullying to take place or continue also indicates to employees that the business’s profits are more important than they are.

4. Provide feedback
Avoiding difficult conversations can create a build up of problems over time. It is important for leaders to be seen as leaders by employees, and this means dealing with difficult issues and providing feedback on a regular basis.

Don’t let your personal finances affect your business

A contributing factor to a business’s success is the owner’s personal financial stability.

Business owners who carry personal financial troubles into their business risk being distracted by their personal situation, which can affect concentration levels and decision-making processes. Rather than thinking of how to keep improving a business, time may be spent instead thinking about how to earn any much-needed money.

Owners should also keep their personal financial situation completely separate from their business in terms of money. Borrowing any money from the business to pay personal bills can very quickly lead to a disaster.

One way business owners can avoid this kind of predicament is to clarify and track their business goals, as well as face up to dealing with the obstacles that will come with running a business. There will always be rough patches that can set a business back a few steps, but that doesn’t mean that the business is a failure. Setting a series of small goals, which are specific, actionable and measureable, can help make seemingly unattainable goals come into focus

Securing the future of your business

It is inevitable that one day a business owner will have to leave their business. Whether they sell, retire or leave due to health reasons, it is important for business owners to plan what will happen to the business when that day eventually arrives.

Creating and implementing a succession plan can provide valuable benefits for a business. Succession plans can enable smooth transitions and decrease the likelihood of disruptions. Early succession planning can also maximise a business’s value to help it meet future needs.

A good succession plan will ensure the business continues to run smoothly when something unexpected happens to the owner that prevents them from working. No business should be dependent on one person for survival. Owners need to have a sound plan in place so that the business can run efficiently and grow without their sole management.

Developing talent within a business

Developing talent in the workplace can be cost-effective and save a business time in the long-term.

However, many employers tend to neglect this aspect of business improvement. They may not have time to implement development programs or they may only be focusing on what is needed now, instead of in the future.

But dedicating a few hours each week to develop, improve and extend the knowledge and skills of junior staff members can deliver significant benefits to both the employees and the business. Below are three simple ways employers can begin developing talent within their business.

1. Maintain the value of learning

Encourage employees to go further than just focusing on achieving business goals. Ensure they acknowledge both the outcome and the learning that occurred in the process of completing their project. Then discuss how they can apply their new knowledge to future business projects. Leaders should also be honest about their need to learn, and share how with their employees.

2. Create systems to support development

Assign employees, such as managers, to coach and develop other employees in different areas. It is important for employees to be self-aware and know their weaknesses so that they can track their progress.

3. Reinforce business values

Employees should be able to link their everyday tasks and responsibilities to the values in the business. Those who lack an understanding of their job role will struggle to find the motivation and dedication to complete tasks.

Are marketing automation tools worth the investment?

Developments in cloud technologies have made marketing automation tools more accessible for small businesses.

However, this doesn’t necessarily mean that they are essential for every business. Marketing automation tools can help drive a business forward, but they often require a lot of time, in-house resources and upfront financial investments.

Below are three aspects of marketing automation tools a business should consider before investing:

The sales cycle
Marketing automation tools can be extremely beneficial for businesses who regularly engage in lengthy sales cycles or complex purchasing decisions. Automation tools can provide relevant information at an appropriate time during the buying cycle, which can help nurture relationships with customers.

Time to value
Marketing automation tools are difficult to implement and use to their full potential. Businesses should consider whether they have the resources to make an automation program successful. For example, it is probably not worth the investment for a business with 10 to 20 leads per month. Whereas, businesses generating a minimum of 10 leads per day from their website should consider the investment.

Existing platforms
The sales organisation infrastructure of a business must be able to handle an increased workflow when a business decides to implement marketing automation tools. A clearly defined sales process should also be in place between the marketing and sales teams for marketing automation to succeed.

Time-saving social media templates

The maintenance of a business’s social media can either make or break a brand. Typically, a social media strategy plan follows the structure of creating a page, posting information and gaining followers. However, this does not always guarantee success.

Social media templates are designed to save time, and can help a business operate a successful social media page. Templates can help keep content creative, organised and up to date.

Editorial templates
Editorial templates can help a business keep track of their social media ideas and plans. The tool addresses aspects such as publishing posts, the focus of the posts, whether the posts will include multimedia or if they will include links to other blogs or pages.

Content calendar templates
A content calendar can track the web content posted. It also includes easy-to-read columns to show what’s working and what’s not. A content calendar can keep a business aware of aspects like what copy has been clicked on the most, what accounts are posted on too much and which stories aren’t getting traffic.

Media strategy templates
These documents can help guide the purpose behind a business’s online presence. A good social media strategy plan outlines your goals like what a business wants to achieve through social media and if accounts and profiles accurately represent the brand.

Profile aesthetic templates
A business’s social media presence is only as good as the impression it gives. Businesses may need image templates to arrange and update social media images or consider trying out a colour scheme and sticking to it. Keep things clean, professional, and modern.

Five tips to manage difficult top-performing team members

One of the most challenging issues for an employer in the workplace is dealing with a difficult top-performing team member. Whether they are impatient, demanding, rude or a perfectionist, here are five tips to help you manage them.

1. Try to understand
Difficult people are often very frustrated, so sometimes it is best to listen and try to understand the reason behind their behaviour. Past experiences may have taught them to push their way through an organisation, and a manager may need to reset this approach. 

2. Ask if you can help
By asking someone how you can help, you are focusing your interaction on a particular activity. You might be able to share the responsibilities of an issue that needs solving.

3. Limit the subject
When interacting with a difficult team member, limit the topic of discussion to address one thing at a time. Provide them with different options, so they can be the one to decide on the solution.

4. Check if they are difficult with customers
Customers may tolerate the difficult person because competing companies may not offer the same products or services, or your company may offer something they value more than the frustration of dealing with a difficult person. If this is the case, it is only a matter of time before they find a suitable replacement company. If your difficult employee is difficult with customers as well, address their behaviour immediately.

5. Document and alert HR
If you do not see an improvement in behaviour, then you may need to take a more formal approach. Document the occasions where the person was difficult to work with and make them aware of this impact on your team. Keep HR aware of your counselling. You may need them to help with properly dismissing the difficult person if things don’t improve.

Growing your business in the cloud

Cloud software is an easy way for businesses to manage their data and information. But with so many variations in the quality and structure of different providers, it’s important that businesses take the time to research and find the provider that is right for them.

A good first step for businesses is identifying the specific goals or objectives that could be achieved through the cloud. The cloud can offer many solutions, including CRM for sales management or portals for managing client support tasks.

Here are four tips to consider when using cloud software for your business:

1. Be clear on whether the service meets your specific requirements when looking for a provider.

2. Don’t rush into using your cloud service. Using a slow adoption principle allows a business to be flexible for the unexpected, and continue day-to-day business as usual.

3. Even after a cloud system is in place, a business should test it regularly to ensure the cloud platform accommodates their changing needs.

4. Conduct reviews every 6-12 months. This regularity will ensure the cloud platform is working to its full potential.