Getting the best out of your team

If you want the best for your team and to get the best out of your team, they need to feel included, valued, and empowered. You want them to be able to share ideas and concerns and make decisions that impact their day-to-day lives at work.

But how do you make this happen? And how do you encourage your employees to take these steps themselves?

 Engaging with your team is an important part of the job. A strong relationship between the leader and the rest of the group helps to ensure that everyone understands what they are working on, and how it fits into a bigger picture. It also allows you to know what motivates them, so that you can cater rewards accordingly. Knowing what each member of your team wants out of their work will help you motivate them when they need it most--and avoid demotivating them when they don't need it at all! As a manager, it's your job to listen to your team. You need to be open-minded and flexible enough to accept new ideas and change when necessary. Encourage everyone in the team to share their thoughts and concerns so that you can make informed decisions about how best to move forward with the project at hand. When you're listening to your team, make sure that you are paying attention to what people are saying by asking questions if needed. Listening is a skill that can be learned and improved upon. Ask them for feedback and then take action on what they say.

 The best way to get the best out of your team is to create a safe space for sharing ideas and concerns. Encourage people to share their thoughts with you, but make sure they feel comfortable doing so. Treat everyone the same and be consistent in your approach. This allows trust and respect to be established within the team. Be open with feedback. Nobody is perfect and as a manger, you’re still able to learn from your team. If someone shares an idea with you and asks for feedback or input on how they could improve upon it - or even if they just want some reassurance that everything was okay - don't hold back! Be supportive when others are sharing their ideas; give them credit where credit is due; acknowledge good work whenever possible.

 Encourage people to have a voice and make their own decisions, but do it in a way that's supportive. When you encourage people to have a voice and make their own decisions, it's important that you don't give them too much freedom. Have clear boundaries. You need to be able to say no if something isn't working out or doesn't make sense. In addition, it's okay for your team members to say no as well - and even better if they can explain why they're doing so! This will allow team members to feel empowered to be part of the decisions making process. For example instead of saying "I think we should do X," try saying something like, "I'm thinking about doing X." This gives others room for input without making them feel like they're being overruled every step of the way; it also gives them time to come up with alternative solutions if needed. The language is extremely important to ensure correct and positive interpretation and communication. When a team member has been consulted, listened to, and had their views considered by others on your team or even by yourself as a leader; it builds trust and respect between you both as well as boosting morale among all members of staff who feel like their opinions matter and are taken seriously by management.

 We're all human, and we all make mistakes. If you allow your team to have a voice in the decisions they make, they'll feel more invested in their work and be more motivated for themselves and the business. This is especially important when times are tough or there are big changes happening within your organisation.