Leading team members is no easy task. At the initial stage, it seems more time consuming than doing it yourself. However, anyone with experience will surely vouch for the fact that no organization can be run by one individual. That’s where we, as leaders, need to develop our team members through constant coaching. The following are some of the hacks which will assist you to coach for more impact.
1. Set aside time weekly to give feedback to your direct reports.
As a manager, it can be hard to find time to give feedback to your direct reports, but weekly feedback is crucial to your employees’ engagement. Creating a culture of feedback starts with management, so don’t forget to add some weekly feedback time to your calendar.
2. Set clear due dates for your employees in order to set expectations.
Without clear deadlines, important projects and initiatives can get sidetracked and forgotten about. Additionally, by setting due dates, you are ensuring that your employees know a project is important, which will help them prioritize.
3. Ask your team to write the job description for their dream job.
How can your direct reports grow if they’re not sure what they are trying to grow into? Having employees write up the future job description they aspire to will ensure you are helping them reach their goals.
4. Don’t micromanage.
“One of the most important aspects of garnering motivation and true performance is to give your direct ownership of their projects. Micromanaging can stifle opportunities for better solutions you may not have thought of yourself and it also prevents the employee from feeling true ownership in their work which also means they may not be giving you their A game.”
5. Ask for one personal goal to be included quarterly in OKRs.
Asking your employee to include personal goals in their quarterly goal-setting exercises will show them that you are invested in them outside of work.
6. Set up training programs for new employees.
Simply signing up your employees for training is ineffective because managers cannot fully leverage the benefits of employee training when they are not involved in the process. Be involved in the training process so you can be available to help your employees get up to speed in their new roles.
7. It’s never too soon to build professional development goals for your direct reports: Do it early and do it often.
As a manager, you should always be encouraging your employees to develop and learn outside of the direct scope of their work. To increase their engagement, be sure to ask your employees where they want to be in five years, or what new skills they want to acquire to make them stronger team players.
8. Be present – turn away from your laptop, phone, and any other distractions when your employee is coming to you for something.
Empathetic leaders and managers truly listen to their employees. One way to do this is to provide your employees your full undivided attention. Be conscious of your body language and eye contact to make sure employees feel like they are being heard.
9. Prep for 1-on-1s the way you do for an important meeting: Give it some thought and set an agenda ahead of time.
“Similar to recurring meetings, weekly 1-on-1s can be wasteful if there is nothing to discuss. Setting an agenda for your conversations sets the meeting up for success. It provides structure and ensures the meeting doesn’t veer too far off the rails”
10. Schedule consistent 1-on-1s with your direct reports to give and receive feedback.
One of our customer success managers, Kevin Beach, wrote a great article about the importance of consistent 1-on-1s.