Is Your Team Happy to Come to Work?
We’re all required to accomplish something in order to get our paychecks, but that doesn’t mean it has to be a miserable experience. If your team isn’t happy to come to work every day, you might want to change your style as Sherrie Campbell suggests in her column for Entrepreneur.com.
A happy team often equates to a productive team. And, the happiness quotient starts at the top. Campbell, a psychologist, suggests ten ways that leaders can improve team spirit. Here are a few of her suggestions.
While some employees may go for a run every morning, and seem to be totally chill in the office, others might be spending a lot of time in the break room downing donuts to manage their stress. As a manager, it’s your job to ensure that team members meet their deadlines. At the same time, you should try to provide healthy ways for them to manage their deadline-induced stress. Model good behavior. If it’s convenient, allow everyone to take a 15-minute walk outside when the weather’s nice. Put the activity on the company calendar and go with your team members when you can.
Committing to Excellence
Your attitude about work quality will be noticed and adopted by your team members. If you decide that doing an ‘okay’ job is acceptable, team members will believe that they don’t have to deliver an outstanding product or service. This attitude soon can spread throughout your department, resulting in people not feeling particularly committed or loyal to their jobs or the company. On the other hand, if you inspire them to do the best possible work, by example, you are giving them a goal to achieve. A committed employee often translates to a happy employee.
Building Team Spirit
Your team members represent a range of personality types, experiences and work styles. People will likely not all naturally get along. In fact, some of these folks may be a bit hostile toward each other. If you allow hostility or petty arguments and slights to fester, you risk further fracturing the team spirit. Take steps to resolve conflicts with direct, low-stress conversations. Call meetings to publicly celebrate the successes of individual players and point out how unique talents and contributions add to the strength of the team.