Building a successful, motivated team isn’t easy but is achievable. Here are our top tips:
Establish Clear Goals – Establishing clear goals and objectives can help your team stay focused and motivated. Be sure to provide specific timelines and deadlines to help keep your team on track. Rewarding your team for meeting short-term goals and objectives may also help to encourage continued productivity.
Stay Connected – Use virtual meetings and other collaborative tools to stay connected with your team. This will keep everyone informed of new updates, tasks, and progress. Regular check-ins and one-to-ones prior to and post-holiday can also help to keep people accountable, and remote group activities can help create a virtual team building atmosphere.
Engage, Reward, and Celebrate – Celebrate completed goals and tasks with your team and consider giving out rewards or incentives to boost motivation. Think pizza nights or making a ‘proper coffee’ run. Make your team feel appreciated and valued during this time and encourage them to have fun.
Promote transparency – Involve team members in cross-departmental activities, help them understand how their work impacts others and vice versa.
Encourage cross functional training – this helps to understand how their peers fit into the bigger picture and they’ll get a clearer view of what their colleagues are responsible for. It will also help individuals know what resources or information might be of help to other departments.
Cultivate a healthy, inquisitive culture – Asking a lot of questions is the first step to working with colleagues across silos because what people experience on the other side is often different from what they might imagine. Managers with a high level of inquisitiveness tend to develop relationships with colleagues in all parts of an organisation.
Work toward common goals using collaboration tools – each person in the organisation needs to work toward common goals. When people across the company have the same objectives, they are more likely to communicate better. Each department’s goals should reflect the overall goals of the business. Working together breaks down barriers to cooperation, communication, and collaboration.
Ensure Learning and Development is a priority in your business
In order for a business to grow, it needs to have the ability to scale its operations. This includes having the ability to grow its talent. Without a plan to grow your talent, your business will eventually reach a point where it can no longer grow and you will lose valued team members as they don’t see how they can progress.
One of the main reasons businesses need a learning and development budget is to ensure they can scale their operations. By investing in training and development, businesses can bring on new talent, develop their current talent and grow their business and capabilities.
Another reason businesses need a learning and development budget is to stay competitive. To stay competitive, businesses need to be able to bring on new talent and keep up with the latest trends and innovate. By investing in training and development, businesses can do both.
Finally, and most importantly, businesses need a learning and development budget to retain their employees. To retain their employees, businesses need to ensure they are providing them with the necessary training and development opportunities, engaging them on the right things at the right time and inspiring and motivating them. By investing in training and development and employee engagement programmes, businesses can ensure their employees are happy and engaged and want to stay with their company.
There are many benefits to having a learning and development budget as a business small or large. By investing in training and development, businesses can grow their talent, stay competitive, and retain their employees. We read on Forbes recently that:
76% of employees are more likely to stay with a company that offers continuous training
55% say they need additional training to perform better in their roles
32% believe training should be both more social and updated more frequently
One in two employees are pursuing learning opportunities on their own, outside of training at work
(Forbes)
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