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ASSESSMENT OF YOUR CURRENT WORK “TEAM”
Teamwork has been emphasized as an important part of a successful organization. Some public and private organizations have experimented with and implemented self-managed work teams to improve work quality, productivity and customer service.  As a first-line supervisor, you can use the survey below to assess how well and to what extent your work unit is functioning as a team. Each team member also should be given the opportunity to complete this survey anonymously with a third-party tallying the responses. Once this is done, you should have a clearer picture of where you are with regard to having an effective work team. This assessment allows you and your staff to rate 15 behaviors associated with an effective work team.

 

 RATING SCALE Poor Adequate Good
 TEAM CHARACTERISTIC 1 2 3 4 5 6 7 8 9
1.     Goals - existence, clarity, relevance and use to provide direction for the unit 1 2 3 4 5 6 7 8 9
2.     Unity of purpose - degree to which goals mutually shared and supported by staff 1 2 3 4 5 6 7 8 9
3.    Leadership effectiveness - appropriate to unit  performance 1 2 3 4 5 6 7 8 9
4.    Communication flow - timeliness within the unit and among staff members 1 2 3 4 5 6 7 8 9
5.    Communication effectiveness - openness and candor 1 2 3 4 5 6 7 8 9
6.    Performance expectations - clarity and appropriateness for staff 1 2 3 4 5 6 7 8 9
7.    Commitment - support of  staff  for tasks and work of the unit. 1 2 3 4 5 6 7 8 9
8.    Qualifications of team members - adequacy of individual talents and experiences to the tasks the unit faces 1 2 3 4 5 6 7 8 9
9.    Self examination and monitoring - effectiveness of processes to monitor successes and failures 1 2 3 4 5 6 7 8 9
10.  Professional development - adequacy of opportunities to grow and develop skills needed to be effective team 1 2 3 4 5 6 7 8 9
11.  Job satisfaction - degree to which staff turned on by their work 1 2 3 4 5 6 7 8 9
12.  Trust levels - among staff and between staff  and supervisor 1 2 3 4 5 6 7 8 9
13.  Working relations -  degree to which interpersonal interactions are effective 1 2 3 4 5 6 7 8 9
14.  Performance of  team - degree to which the unit has been successful in progressing toward its goals 1 2 3 4 5 6 7 8 9
15.  Productivity of meetings - efficiency of time usage and quality of decisions made 1 2 3 4 5 6 7 8 9

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After you tally the ratings of all members of your staff as well as your own, you will have a benchmark thermometer of sorts as to the current status of your work unit. Where average scores are in the 7 to 9 range for one of the 15 behaviors, you can take satisfaction with your progress in these areas. They may not need much attention currently. When you find average scores in the 1to 3 range, these areas require immediate attention. Average scores in the 4 to 6 range means these behaviors require further work if you want to maximize the effectiveness and success of your work team.

 

How to be an Asset

 

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THE “MOTIVATING" SUPERVISOR'S CALENDAR
A sample calendar has been developed that provides you with a motivational prompt for each working day in a typical month. Try it with your team and individual team members. It works! Create a blank calendar for the next month and write down something to do each day which is motivating for your team or a team member. Develop a reputation in your organization as a first-line supervisor who gives high priority attention to creating a motivating environment for her or his team.
For Any Month 2016
MONDAY TUESDAY WEDNESDAY THURSDAY FRIDAY
2

Repeat a compliment you have received about someone else

3

SHARE IMPORTANT INFORMATION WITH SOMEONE

4

Say:  "YOU ARE RIGHT!"

5

Find out what you can do to support your staff

6

Recognize someone's good work

9

UPDATE YOUR STAFF ON WHAT IS HAPPENING

10

Schedule an evaluation of a staff member

11

Give a tangible reward for a job well done

12

Use an employee's name when talking

13

Invite someone to join you for lunch (but be careful if superstitious)

16

Accept someone else's opinion

17

Give a staff member a challenging assignment

18

Listen actively and with empathy

19

Delegate responsibility to someone else

20

Say:  "I'M GLAD YOU ASKED ME THAT.”

23

Schedule a training session -- which you lead personally

24

Give the reasons for a decision you made

25

ADMIT A MISTAKE

26

SMILE, grin and look happy

27

Write down someone else's opinions

30

Tell someone why you like their work

31

Take time to laugh or tell a story

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