How to build a world-class management team (Guide)
A few years ago, the team at Google wanted to know what makes a successful manager and how they could replicate their behavior for others as well to build the best-in-class team.
Google then set out to survey more than 10,000 employees and managers to analyze their behaviours. That is when Google’s Project Oxygen was born. Google relies on their managers to make clear decisions.
The results of the survey boiled down to eight key characteristics or key behaviors of great managers. With this data in hand, Google started training the other managers who needed such characteristics more, and today, the company runs like a well oiled machine, with great passion at heart. As the company grew, they found these 10 Oxygen behaviors,
- Is A Good Coach
- Empowers team and does not micromanage
- Creates an inclusive team environment, showing concern for success and well-being
- Is productive and results-oriented
- Is a good communicator — listens and shares information
- Supports career development and discusses performance
- Has a clear vision/strategy for the team
- Has key technical skills to help advise the team
- Collaborates across Google
- Is a strong decision maker
These behavior made a big impact on management at Google. It was based on people analytics. The interesting thing is that technical skills came in last. Soft skills such as coaching and communication are absolutely essential. It provided a checklist of management qualities. As a result, Google changed its feedback surveys to mirror these qualities.
Instead of simply measuring how much output a manager achieves, the surveys now focus on how much time they spend coaching their team, whether or not they communicate a clear vision, etc. They also developed a new management training program centered around these skills.
“Coming together is a beginning, staying together is progress, and working together is success.” - Henry Ford
Why is this important for your company?
The strength of each team is each member. The strength of each member is the team. Effective team management is very essential for the growth and success of any company. Build a management team by assessing what kind of skills and talents you need, recruiting leaders to work with you and giving them the authority and flexibility to make decisions for your business.
The most important words,
- The six most important words: “I admit I made a mistake.”
- The six most important words: “You did a good job.”
- The six most important words: “What is your opinion.”
- The six most important words: “If you please.”
- The six most important words: “Thank you.”
- The six most important words: “We”
- The six most important words: “I”
10 Steps To Build An Effective Management Team
Here are the exact 10 steps to build a very effective management team for your company:
- Built trust and respect
- Build relationships with your employees
- Be true to your word
- Setting common goals
- Listen to your team
- Clear vision and strategy
- Establish team values and evaluate team performance
- Celebrate and reward
- Open Communication
Now, let us look at building these characteristics in detail:
Like it or not, leaders must adapt to succeed. Leaders all over the world are facing change and complexity — new cultures, new jobs, new markets, new everything. Research conducted by CCL has confirmed this imperative to adapt. According to the research, the most frequently cited success factor for North American managers was the ability to develop or adapt.
Build Trust and Respect
“Individuals don’t win in business; teams do.” – Sam Walton
The employee-manager relationship is one of the primary components ofa strong organizational structure. Employees rely on their managers for career development and guidance on how to improve their skills. One of the elements of a successful employee-manager relationship is trust. When the sense of trust is strong between an employee and manager, it adds efficiency to other elements of workplace productivity. If an employee doesn’t trust their manager, the company suffers. There are many things that managers can do to establish trust with their employees, which include being open and honest about changes that will impact them. Sometimes the smallest gesture of kindness goes a long way.
Build Relationships With Your Employees
“Employees are the ones who create customer value through the design of products; the execution of marketing and realization in service. They are your brand, your reputation.” – Carolina Cissowski
The personal relationships you build with your employees are key to creating a work environment that is positive, inspiring and gives a boost of energy to go the extra mile atwork.
Be True To Your Word
Every employee is different and therefore will respond best to different types of motivational language. Stacey Philpot, a principal at Deloitte Consulting, said it’s important to plan your words and phrases to ensure that you connect with your employees in a meaningful way.
Setting Common Goals
Goals are the teams road map. According to a study by Workboard, 69 percent of high-performing companies surveyed rated companywide communication of business goals as their leading tool for stacking a team of top performers.
Listen To Your Team
“Leaders job isn’t to have all the ideas. It’s to make sure all the ideas are heard and that the best one wins. ” – CHRIS HAWKER
Those who do listen to their employees are in a much better position to lead the workforce. By trusting your staff and listening to them, you’ll create an environment where they want to work in the long-term, creating a number of benefits for your business.
Clear Vision And Strategy
“You cannot be everything to everyone. If you decide to go north you cannot go south at the same time.”– Jeroen De Flander
Managers must define and communicate a clear strategy if the company is to be successful. Vision and mission statements summarize a company’s business strategy in a form that can be communicated and understood easily by stakeholders.
Having a clear vision can give a team direction and inspiration and be the foundation for goal setting and action planning.
Establish Team Values And Evaluate Team Performance
“You can do what I cannot do. I can do what you cannot do. Together we can do great things.” – Mother Teresa
A manager can simply rate the employee or group performance based on a series of criteria. A manager evaluation is simple to use but may be very subjective in results. These evaluations can also be used across a wide variety of employee types and groups with little or no changes.
Celebrate And Reward
The people who work for your organization perform essential functions for you, and in return you should respect them, appreciate them, and be supportive of them. It’s time to celebrate your employees with thoughtful gestures that can take their employee experience to the next level. Support innovative ideas with resources, rewards, and recognition.
“Clients do not come first. Employees come first. If you take care of your employees they will take care of your clients.” – Richard Branson
“An employees motivation is the direct result of the sum of interactions with his or her manager.” – Bob Nelson
Without effective communication, relationships are unable to develop any kind of long-term trust or honesty, and goals remain ambiguous and unfulfilled until any hope of a lasting connection fades away.
In conclusion, it takes time and effort to put together a dream team but to build an effective management team make sure that team is functioning all the time. Make sure to monitor your team and assess individual work and team collaboration at regular intervals.