We as leaders can't make our people happy. Happiness is a personal choice. What we can do is manage the mood - the "how people feel" about their work, their contribution, and the organization. As a young division officer, I inherited a department that had low morale, low productivity, and even lower initiative.
Most of the people assigned had been "written off" as no loads and it seemed as if a black cloud of negativity hovered over them. My first week, as I got to know the people and what they did (or were supposed to do), I tried to figure out what was missing. It's not that this team wasn't capable or even willing, vital elements were missing from their work existence, elements that let them know how they fit in and where they provided value. remote work productivity I needed to do to boost the mood was show a little CARE.
Communication
My division hadn't been communicated with about their mission. They didn't know how what they did fit into the overall mission of where the organization was going. To them, everything was a pointless mess of metrics, reports and taskers. What was needed was the "how and "why."
My predecessor had made the critical assumption errors of assuming team members knew what it is they needed to do, how to do it, and what was expected of them. We can never assume! We must provide clarity, purpose and value - then and only then can we let go and empower them to make a difference. Do you want to see a dramatic upturn in team mood? Work to bridge the gaps with solid communication. This can't be a one time chat - it must be a continual dialogue (think real conversation).
Most of the people assigned had been "written off" as no loads and it seemed as if a black cloud of negativity hovered over them. My first week, as I got to know the people and what they did (or were supposed to do), I tried to figure out what was missing. It's not that this team wasn't capable or even willing, vital elements were missing from their work existence, elements that let them know how they fit in and where they provided value. remote work productivity I needed to do to boost the mood was show a little CARE.
Communication
My division hadn't been communicated with about their mission. They didn't know how what they did fit into the overall mission of where the organization was going. To them, everything was a pointless mess of metrics, reports and taskers. What was needed was the "how and "why."
My predecessor had made the critical assumption errors of assuming team members knew what it is they needed to do, how to do it, and what was expected of them. We can never assume! We must provide clarity, purpose and value - then and only then can we let go and empower them to make a difference. Do you want to see a dramatic upturn in team mood? Work to bridge the gaps with solid communication. This can't be a one time chat - it must be a continual dialogue (think real conversation).
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