Most candidates tend to look beyond just the salary, benefits, and other materialistic offers when it comes to job finding. When looking for a new role, candidates do also take note of the working culture in the company.
More often than not, people will decide to join a company with a good working culture over the bad ones, as it’ll help them learn and grow professionally and personally in the long run.
So, what is a work culture exactly, and why is it important? Well, this aspect depends on the collection of attitudes, beliefs, and behaviours between everyone who works in that company, including the bosses. Healthy work cultures also include to what extent the company takes care of their employees’ well-being.
A good working culture ensures employees have work-life balance, growth opportunities, and job satisfaction, which will undoubtedly influence their attitude in a positive way. Aside from that, having a collaborative environment also helps your company in multiple ways, which include:
A positive work environment will attract candidates with positive attitudes. With an excellent track record, it’s only normal for you to have better hiring choices.
This will also positively impact how the employees interact with their work and company. A company with a great work culture will prevent high employee turnover.
The company’s working culture is often associated with its brand and reputation. If the organisation provides a great environment, undoubtedly, the public would assume that the company is great. And the employees speaking well of their work to family and friends will play a part in ensuring the company maintains its image.
Companies with greater working cultures often outperform those who don’t have any. Generally, the stronger the working culture that encourages its employees to go above and beyond, the more successful the company is.
A company must make sure that everyone is held responsible for their choices and behaviour. To do that, the workplace must play its part to ensure that all employees feel that they’re comfortable taking credit for both their ideas and mistakes. Not only does accountability fosters responsibility among all employees, but it also makes them team players that are trustworthy.
Having a healthy workplace culture means that the companies will do their best to treat all their employees equally. Let’s face it, every position starting from the lowest to the highest level, has its value and role to play in that organisation.
However, favouritism and misuse of power often happen in an organisation, which may cause feelings of resentment and distrusts between co-workers. When such toxic cultures exist in a company, it’s only natural that all the employees working there will have low morale.
More often than not, when employees are able to express their thoughts, opinions, or even dissatisfaction freely in a company, they’re generally happier. And if employees are given the freedom of style to a certain level to decorate their workspace, it’ll make them feel more comfortable and less anxious to come into work in that company.
Communication is recognised as one of the most crucial factors to a healthier working environment. Everyone within the company must learn the respectful ways to give and receive feedback to avoid interpersonal conflicts. Functional work culture will allow everyone to resolve issues by sharing ideas and collaboration, regardless of their roles in the company.
The higher management in the workplace must ensure that their employees’ successes are well-recognised and rewarded, instead of discrediting them by saying, “You’re just doing your job.” A healthy workplace environment will acknowledge their employees’ positive traits and attributes, as well as encourage them to polish their talents. How can you do that? Simple praise of their good work would be sufficient; but if you’re going for more, giving them a competitive salary and also helping to build a culture of appreciation and mutual respect among your employees would be good steps to take.
We now come to the good part! The first step you need to take to build a better work culture for your company is to know your company’s core values. It’s vital for you to ensure that everyone understands and are aligned with your company’s core values.
Why? Because these will act as the fundamental values in building the work culture of your dreams. So, here are the eight best practices to achieve a healthier working culture:
Each team should have their objectives and goals outlined in a clear and precise manner. Working towards a common goal will help increase their individual performances, but it will also promote teamwork between the members in that particular department.
A diverse mix of voices often leads to a better discussion, decision, and outcome for everyone in your company. A positive and inclusive working culture will encourage employees to speak of their different perspectives, which are valuable for solving problems. An initiative to promote diversity and inclusivity in a company will also help employees feel more comfortable at work by simply being themselves. These fundamental elements of diversity and inclusion will definitely help grow your organisation.
A company should ensure that each and every individual feels valued and their voices heard, regardless of their culture, status, or background within and outside of the company. Why? Just because a person doesn’t have enough experience or comes from a different expertise doesn’t mean they wouldn’t have ideas to help solve your problems. Based on our past experiences, you’ll be surprised just how many times the fresh perspective of an intern may offer you a more significant advantage in resolving your company’s issues.
As mentioned before, employees should not be discredited, and instead, they should be recognised and rewarded for their outstanding results. Having a recognition program will make your employees feel that their company values them. As a result, they’ll feel encouraged to strive for success, which motivates them to take it to the next level when working in your organisation.
When your employees provide their perspectives and feedback, don’t turn them away. Instead, try taking what they have to say into consideration and see where their feedback is coming from. Sometimes, a bottom-up approach may be more helpful than a top-down approach when identifying problems. More often than not, employees experience first-hand operating issues when they’re working on their tasks. Instead of thinking of their feedback as an indication that you’re wrong, see it as an opportunity to evolve to help better your organisation.
Transparency and open communication between the higher management and staff will help build the trust needed to succeed. Instead of feeling unheard and unvalued, which may result in conflict, creating a more open culture will help boost your employee’s overall morale.
Sometimes, an immediate response is needed when things go south. Your employees shouldn’t fear repercussions for deciding on solutions for the troubles at hand. Employees also shouldn’t be punished for taking some time off to manage other emergencies or personal responsibilities outside of their work lives. By giving them the time and autonomy to do certain things for a reasonable cause, they’ll most likely be more grateful, respectful, and loyal towards your company.
A healthy working environment includes creating an opportunity for your employees to be active and get to know each other better. Having social outings, gatherings, and functions will help foster meaningful relationships at work. To a certain extent, these social events will help foster mutual trust and respect among the employees.
Although providing lunch breaks are not legally required by the law, taking away the rest time of your employees, which you promised them upon hiring, will definitely stress them out. Remember, your employees are humans, and not machines that can work for eight hours straight without nourishment and still be expected to be healthy.
Aside from their working life, your employees probably have some personal matters they need to attend to after work. So, avoid meeting, texting, or emailing your staff after working hours, unless it’s an urgent matter. Even then, if they say no, try not to hold them accountable for not attending to the emergency after their working hours.
Limiting the opportunities for your employees to learn will not only result in a loss for them, but also for you. Allowing your employees to pursue their passions outside of their job description will encourage the sharing culture between colleagues. As a result, not only will your employees have better relationships with each other, they’re also more efficient, and could even bring their newfound skills to help better your organisation.
As an employer, you shouldn’t tolerate managers who abuse their power even if they managed to push your company’s productivity to a higher level. “But if it works, why should I not tolerate it?” Well, even if your productivity managed to increase by a significant number, having poor managers who aren’t compassionate to their staff will only cause your company to have a high turnover rate, which is more costly in the long run.
Although creating a healthy work culture seems to fall under the HR’s jurisdiction, the truth is, a handful of people can only do so much to create a good working environment. Positive cultures are created when everyone works together. Leaving it up to HR alone will probably make things worse, and sometimes, this is a task that requires the collective efforts of everyone.
As the saying goes, "Do unto others as you would have them do unto you" – which means that if you like working in a positive, fulfilling environment where your hard work is noticed and rewarded... make sure you create the same kind of work culture for your employees. They'll thank you for it, and strive to greater heights!
Having trouble attracting the right tech talent during this surge in demand? It’s no surprise.
What was once a regular industry consisting of tech and digital companies hunting for their respective talent, has now become a competitive market with every industry looking to hire the very best tech/digital talent.
This was an especially essential move for companies that could no longer depend on in-person consumerism, but needed to expand into the online space. More than 40% of software engineers and developers were hired by non-tech companies in the last two years alone.
The work-from-home situation has also resulted in an increasing need for many companies (regardless of their field) to assist in coming up with a solution to create a conducive working environment for their employees. Thus, a need to integrate the newest and very best software and technology has become part of the mission for many companies and their business strategies.
Companies are no longer in the driver's seat when it comes to recruiting with so many amazing offers in the market; there is a real and ongoing competition to attract talent. There are, however, six aspects that companies can improve upon or even change to attract the tech talent they want. Time to find out what they are!
A big turn-off for many talent, not just those in the tech and digital space, is the longer than necessary interview process. It often discourages many from continuing to the end of the process, which means that there’ll be a high drop-off rate, even amongst the good quality talent. A transparent and accountable hiring process eliminates this risk.
According to a Glassdoor survey done in 2019, it was found that 80% of applicants would drop out of the running because of the long process and bad candidate experience. Companies can avoid this by understanding the requirements and responsibilities of the role that needs to be filled, then creating a concise hiring process revolving around the role for better results.
For example, if the role is for a non-managerial position, a total of three steps would suffice. An interview to gauge the talent, followed by an assessment to evaluate the individual’s skill levels, and finally a concluding interview that’s held with someone additional present to contribute a trusted second opinion. This should provide you with enough information and confidence to make a decision. If the opening was for a managerial position or higher, you would want to include an extra interview and/or assessment.
Being upfront with information and conducting interviews that allow for a two-way conversation will undoubtedly help retain quality talent as candidates, and propel the idea that transparency is a valued trait. This also results in a positive candidate experience that will do more good for future recruitment.
Word of mouth is still vital to the growth and success of any company. This includes what potential hires have to say.
Following the earlier point, this is one good reason to create a concise hiring process around the role that needs to be filled. Another is by making sure that candidates who have not been selected are given a formal written notice, and even a reason as to “why”. This is less likely to leave a bitter taste in their mouths.
A positive candidate experience means that in the future, these same rejected candidates are more likely to re-apply for the same or different positions in the company. Talent that is put off by a company during the hiring process is more likely to discourage family and friends from applying.
Many talent, especially those who fall into the Millennial and Gen Z categories, now look for companies with a great culture that embodies their own ideas and beliefs of what working in a business should be like. Companies that want to include or expand on these work culture values will have to do so consciously if they are looking to attract and retain the younger generation.
A company with a well thought-out and strong diversity, equity, and inclusion (DEI) strategy will not only attract talent easily, but also be a contributing factor during their decision. The DEI strategy refers to programmes or policies that advocate for people who come from diverse backgrounds, experiences, and skills.
According to a Beqom survey of 1,000 employed adults, 48% said that they would consider joining another company with a built-in DEI strategy, so having one in place will allow companies to attract a hugely diverse pool of talent.
A talent of any stature will continuously want to grow their skill set. Millennials and Gen Z-ers will often consider companies that have a track record of providing real sponsorships to employees with diverse backgrounds for various growth opportunities.
A good example of this would be HubSpot's transition from annual performance reviews to social performance management. This initiative provides an opportunity for employees to receive continuous and constructive feedback from nearly anyone in the organisation, thus encouraging an ongoing skill development culture.
Companies that understand hard skills can be learnt, and that soft skills such as emotional intelligence, adaptability, creativity, and teamwork are hard to come across. Companies will want to promote this during the interview process, in addition to demonstrating a willingness to teach and develop a talent’s skill set.
Remote working is becoming a deciding factor for many tech talent, and so it’s no surprise that remote recruitment is one way to keep potential candidates interested and engaged through the hiring process.
This is a convenient and cost-effective solution for both the talent and the company. It is also an opportunity to widen the search in securing great talent from a wider range of locations. Companies are no longer bound by borders, but instead can hire people from anywhere in the world in order to create a healthy and fair society that allows people from all walks of life to get equal opportunities.
Companies that would like to implement these talent attraction tips will need to keep in mind that things won’t change overnight. In fact, it will take time and dedication to get these successfully implemented, in order to land the right talent for the available roles. In the end, when executed well, companies will have successfully recruited a diverse and passionate talent pool to help the business succeed.
We understand that, as an employer, you wouldn't willingly lay off an employee, especially after the long and difficult hiring process at selecting the right candidate for the role. However, involuntary employee turnover isn't something that we control. That's why it's important to write a good, clear, and reasonable termination letter to the employees you'll have to let go.
A termination letter, also known as a letter of separation and contract termination letter, is a formal notice of letting the employees know that they’re being dismissed from their current position. This letter typically contains information regarding the reasons for their dismissal, benefits, or compensation that they may receive, the date of their final paycheck, what the employees should do, and other relevant details about their termination.
Sending a termination letter is a common practice when you’re officially dismissing an employee from your company, as a sign of respect and professionalism.
The termination letter is typically written when involuntary turnover happens to an employee. However, regardless of the reasons you’re letting go of that employee, it's needed to show your professionalism, which helps maintain a good reputation and provide a record of events for your company in case of legal disputes.
Handing your employees a letter of termination when they’re dismissed from their current job is also a sign that you respect them for their time of service. Not only that, but by providing a notice of termination of employment, you allow your employees to have the ample time needed in preparing for their next steps.
Since termination letters are written and sent to employees to inform them of their release of duty, the letter needs to include the reasons for their dismissal. Below are explanations as to why a termination letter may be issued to an employee.
An employee may be laid off without cause due to the company’s decision in downsizing as well as larger market factors. This type of termination is typically unrelated to the employee’s performance or workplace behaviour.
An employee can also be laid off because of their poor performance or bad workplace behaviour. However, do note that employees should be given warnings or chances to better their performances and behaviours, before a letter of termination is issued.
This type of termination happens when a company or an employer decides to end business relations with the other party (the employee) they previously signed a limited-time contract with.
It’s for the good of both parties when an employer decides to end the employment relationship with an employee peacefully, in order to reduce the risk of lawsuits. Hence, it’s always good to write the letter of termination in a respectful and polite tone. However, to properly sign off an employee, below are the things you should pay attention to.
It’s wise for a company to refer to the employment act before laying off an employee. Especially for multinational companies, as different countries or states may have different employment acts. The last thing you'd want to do is wrongfully terminate your employees, which may result in potential lawsuits.
Besides having to go through the employment act, you should also read through the employment contract that both parties signed. This may be a tricky process when you lack the technicality and expertise to do so. This is why we recommend you consult a lawyer to ensure that you’re legally allowed to terminate your employees, and are in compliance with the employment laws and policies.
It would help if you also decided on the last day of employment for the employees you’re dismissing with your Human Resource Department to ensure that ample time is given for the benefit of both parties.
In your letter of termination, you should explain how the employee’s benefits and compensation may be affected once they’re dismissed from your company. Take this chance to let them know what will happen to their life insurance, retirement funds, and healthcare benefits. The termination letter should also make note of the severance pay, payment for unused annual leave, or other payment owed.
If you’re laying off an employee for reasons unrelated to their performances and behaviours, referring them to other job opportunities will be a good gesture. You can also write them a good referral letter to increase their chances of getting hired in their next job.
Before their official last day of employment, you need to assign them a specific HR representative by including the representative’s contact details so that they can ask questions related to their termination, including compensation, benefits, and other information.
Last but not least, as a responsible employer, it’s only right for you to arrange a brief meeting with the employee to formally inform them of their dismissal before sending them the official letter of termination.
[Date]
Dear [Name of employee],
This letter is to inform you that your employment with [Name of company] will be terminated as of [date of termination].
On [date of event], [cause of termination]. We provided you with a formal warning letter regarding the violation you have caused against our company’s policy.
On [date of event], [cause of termination]. You received a second warning letter and were informed that the third warning letter would result in your dismissal.
On [date of event], [cause of termination], thus resulting in your termination.
Kindly be informed that your last paycheck will be mailed to your address at [employee’s address]. Your healthcare benefits will also remain in effect for [number of days] from your termination date.
We request for you to return [company’s belongings] by the end of [date].
Please keep in mind that you have signed a non-disclosure agreement, which is attached for your review.
Should you have any questions regarding your details of termination, including compensation, benefits, and policies, please contact [name of HR representative] at [representative’s email] or [representative’s phone number].
Regards,
[Your name]
[Date]
Dear [Name of employee],
This letter is to inform you that your employment at [name of company] will end as of [date of termination].
For the past few months, [name of company] has faced financial difficulties due to the lack of work in our industry. We have tried our best to increase the need for labour, but unfortunately, our efforts have yet to bear any fruits.
As a result of that, we have concluded that a total of 20% of our workforce must be reduced. We are regretful to inform you that your position is a part of this reduction, and this decision is final.
You will receive your final paycheck after your last day with us, including the payment for the remaining annual leave. You will also receive a severance payment of [amount]. Please sign and return the attached claim document to ensure you collect this.
Your healthcare benefits will remain in effect for [number of days] from your termination date.
You are requested to return [company’s belongings] on your last day of employment.
Please keep in mind that you have signed a non-disclosure agreement, which is attached for your review.
Within a week, a representative from the Human Resource Division will contact you to discuss details regarding your benefits. Should you have any questions regarding your details of termination, including compensation, benefits, and policies, please contact [name of HR representative] at [representative’s email] or [representative’s phone number].
Kindly accept our sincerest appreciation for your contributions during your time with [name of company].
Best regards,
[Your name]
1) Did his/her recent evaluations on their performance support the need for termination? Or does he/she actually have one or more evaluations where they actually meet or exceed expectations? If so, what has changed?
2) Have you clearly notified him/her of the issues that arise with their behaviour and/or performance? Have you also given him/her a fair chance or reasonable opportunity to correct the problem(s)?
3) Have you given fair warning to him/her that his/her job is in jeopardy?
4) Have you tried to discover and consider the employee’s reasons and side of the story?
5) Do you have adequate documentation to justify your decision for a termination?
6) Could you make an alternative decision, such as a transfer or a reassignment of him/her?
7) Is terminating him/her consistent with how you’ve treated other employees in similar circumstances?
8) Have you thoroughly and carefully investigated all the relevant facts?
It's always flattering when you're asked to draft a referral letter by your former employees, co-workers, or even students and supervisees. Agreeing to write a letter of referral for someone you've worked with can be seen as a gesture of appreciation, and shows how much you greatly value the bond created while working together.
Now, this may sound like an easy yet honourable task that one can do for another person to help with their future endeavours. However, exercise some caution because it isn't as easy as you might think. We're sure you wouldn't think that it would be much of a problem until the moment you need to start... and realise that you don't have any idea how to. Fret not, we've got just the guide for you, so that writing a referral letter is no longer a stressful event!
A letter of referral, also known as a recommendation letter, is a document you need to provide as a part of the hiring process for your job, or internship. The referral letter is usually written by someone you've worked closely with, and have a positive workplace experience together. It typically spells out the applicant's qualities, skills, characteristics, and explains why they're the right fit for the job they're applying to.
So why is the referral letter so important? A simple document can make an impact on the hiring manager, especially when it's needed as an employment verification for the job they're applying to. When a referral or recommendation letter is handed to the hiring managers, along with the applicant's resume, it shows how much someone is willing to put in the time and effort to write a good referral letter for the applicant. Hence, with the letter of recommendation, the hiring managers are able to see how the applicant is thus capable of making positive interpersonal relations with their co-workers and bosses.
Now, back to the initial question. If you're asked to write a reference letter for your ex-colleague or former employee, how exactly can you craft a really good one to increase their rate of success in getting hired?
You should always start writing the letter of referral using the business letter format, which usually begins with your address, contact information, the address of the recipient, and the date at the very top.
Next, you should begin your letter by briefly introducing yourself in the first paragraph. It's good to share a little bit of yourself, but this letter's recipient shouldn't need to know about your entire life story! Just include what you do, your area of expertise, your relationship with the applicant, and how long you've known the applicant. This is sufficient for the hiring manager to know you, and why you're significant to the candidate. But before that, it's better if you address them using "Dear [Name]" instead of "Dear Sir/Madam" or "To whom it may concern." The latter two should only be used if the name of the recipient is unknown to you.
Your next paragraph of the referral letter should describe the applicant's strengths and your judgment upon the applicant's qualities, skills, and characteristics. In this section, it's best to start off with a list of the applicant's strengths you would like the recipients to know about, and choose two or three out of the list and elaborate further. If you're able to relate these strengths to the new role's job description they're currently applying for, all the better.
To further highlight the applicant's strengths, specify the situations where you observed the him/her using the skills you've mentioned in solving problems or handling situations. It would be best if you tried to include one or two sample scenarios to back up your statement. It'll certainly strengthen the credibility of your letter of referral. Suppose you're wondering what type would be good to be included; we recommend any information or contribution made by the applicant, such as sales numbers or resolved issues, which should be enough to make a big impression on the hiring managers.
Right after explaining and describing the strengths and experience you've had with the applicant, you should now head to the closing paragraph. This paragraph will summarise why you think the applicant would be a good fit for the available job role. It would be very effective if you mentioned why you believe the applicant would be an outstanding addition to their team, and how you greatly appreciate their time spent in your company. Lastly, let the recipient know that you're open to any queries if they have anything that they would like to clarify.
Still a little unsure how to begin? The following are samples of a well-crafted referral letter to serve as a template for your reference!
[Your name]
[Your company]
[Your address]
[Your contact information]
[Date]
[Recipient's name]
[Recipient's title]
[Recipient's company]
[Recipient's address of company]
Dear [recipient's name]
It is my pleasure to recommend Mr/Ms [applicant's name] for the position of digital marketing director in your company. I am [your name] and am [your position] at [your company or institution]. I first met Mr/Ms [applicant's name] at [name of the company] back in [year] while he/she was working as the digital marketing director trainee under my supervision. During his/her time as a trainee, Mr/Ms [applicant's name] proved to be a remarkable and diligent person by excelling in every task given to him/her, and was quickly promoted to the position of digital marketing director.
He/She is also passionate at work, quick at learning, hard-working, and is a very dynamic staff. Mr/Ms [applicant's name] is always keen to take on new responsibilities and challenges, while at the same welcoming constructive criticism and feedback. For instance, there was a time when our company was in a busy period, Mr/Ms [applicant's name] willingly volunteered as the candidate for a crucial position. He/she impressed all of us in the company with his/her remarkable performances.
I'm of the utmost confidence that Mr/Ms [applicant's name] would be valuable to your team and company, as he/she was to ours. Please do not hesitate to contact me if you have any additional questions about him/her.
Sincerely,
[Signature]
[Your name]
[Your name]
[Your company]
[Your address]
[Your contact information]
[Date]
[Recipient's name]
[Recipient's title]
[Recipient's company]
[Recipient's address of company]
Dear [recipient's name]
I am [your name] and am [your position] at [your company or institution], and it is a pleasure to recommend [applicant's name] for the position as a senior software engineer at your company. I used to be [applicant's name] immediate supervisor here at [your company or institution], and our professional relationship lasted for [number of years]. [Applicant's name] has performed remarkably well during his/her time here, but it was unfortunate that our company has no room for career advancement for him/her at this time. As [applicant's name] wishes to move to a larger company with more challenging tasks for career growth, I fully support him/her in his/her endeavours to climb the corporate ladder.
[Applicant's name] is very passionate about writing code and has never failed in solving clients' problems by developing creative and innovative software. He/she is very vocal about his/her software ideas, and is also keen to accept any constructive criticism about his/her ideas, which undoubtedly explains why he/she is able to improve in such a fast-paced manner in our company. [Applicant's name] is also very responsible in turning in quality work; he/she will make sure to cross-check each and every piece of software before turning it in to the client and has never missed a deadline. He/she shows flexibility during his/her time here, and is able to comprehend instructions quickly when changes have been made to the original plan. [Applicant's name] is also a good communicator and works exceptionally well with colleagues and clients.
During his/her time here at [your company's name], [applicant's name] has [provide the number of tasks/assignments solves, and sample of ratings from clients].
I genuinely believe [applicant's name] is the best candidate for the senior software engineer position at [recipient's company]. I am confident that he/she can exceed any challenges you give, making him/her a valuable asset to your team. If possible, I would have liked to retain [applicant's name] at my company, but I respect his/her wishes and hope for the best in his/her future endeavours. Please do not hesitate to contact me if you would like additional information.
Sincerely,
[Signature]
[Your name]
Mistakes are bound to happen, and everyone has a history or past you shouldn't be bringing up. So, make sure you avoid mentioning the applicant's weaknesses or saying anything that could be perceived as libel.
Remember when we mentioned that the letter of referral is to be written in a business letter format? This means that you should avoid writing in an informal manner, which includes making jokes, using slang, or casual language.
And most importantly, make sure to double-check the recipient's information, the references you've included, and the written language, in order to avoid making any spelling mistakes or typos. Follow these few tips, and you'll be on the way to writing them a letter of referral that's professionally crafted AND will make a good impression!
Teamwork makes the dream work, but having no clear functions and responsibilities turns your dream work into a nightmare. Clear roles and responsibilities are essential to ensure everything goes smoothly within your team and organisation. Overall, it enhances the productivity of your team members and helps each of you to focus on the tasks assigned to you.
Now, what exactly is team roles and responsibilities? Isn't that something that has already been defined in your job title? Well, not exactly. The role of a person in a team indicates the areas of specialisation in your division. You might be a marketing executive, but your expertise is in writing and not designing. And typically, your responsibilities and functions are defined by your expertise.
We're sure you couldn't wait to know the tips and tricks in helping you to define each person's roles and responsibilities. Still, more importantly, you need to understand the advantages of how clear roles and responsibilities may help you in your organisation.
When everyone understands their roles in the team and what's expected of them, it lets them know the traits and skills they need to work on. This undoubtedly will increase the overall of your team productivity, which increases your team success rate in the fullness of time.
Everyone knows that good communication is the bridge between confusion and clarity. It is one of the most important skills the workforces need to ensure the team's growth. Communication defines how one can frequently communicate with their team members with ease while working on a project. This couldn't be done when one member doesn't know the roles and responsibilities of the other members.
When there is communication, there is collaboration, and having collaboration builds up the skills and knowledge within the team. This will then further help each member to understand their responsibilities further. Collaboration comes naturally when each team member knows clearly about their roles. Ultimately, this will form an excellent organisational approach towards working things out and problem-solving within your team!
Read more: Ultimate Guide To Problem Solving Skills: What Are They And How To Improve Them
Highly efficient team members will always be appreciated in their team. As a result of that, the morale of your team members will be highly increased, which will eventually lead to building them into confident individuals. This will not only motivate them to do better for themselves, but it will also increase their momentum for work.
Employees who clearly understand their roles and responsibilities often contribute a lot to their team's success. They know clearly about their duties, deadlines, and what tools and skills to learn to get the job done perfectly.
Now on to the interesting part. How exactly can you define the team's roles and responsibilities for each individual in your team?
The first thing you should do as a leader before assigning specific tasks to your team members is to recognise their strengths and weaknesses. Knowing their strengths and weaknesses helps in setting suitable tasks for your employees. When the tasks assigned excite them, it will definitely highly motivate them to complete the tasks!
Very much like your team members, your company has to have a clear goal as well. A good company's mission will guide you and your team members in walking towards common goals. Even though everyone's roles and responsibilities are different, having common goals lets them know what needs to be done and how their roles can contribute to the company's mission.
Making a list of tasks you need to get done gives you an idea of how many things you're able to handle. By doing so, you get to answer questions like "Which projects to prioritise?", "Were the past projects successful?", and "What can be improved on the previous projects?" Answering these sorts of questions helps you and your team members work together, utilising every member's expertise in achieving common goals.
As a leader, it's your responsibility to understand your team member's personal goals and guide them to achieve those goals. Often enough, your team members' personal goals align closely with the roles they're playing at your company. A good leader will set measurable and attainable goals for their employees and supervise them in terms of performance in order to enhance their skills. Not only would your team members be able to complete the tasks with ease now, but they're also more skillful in carrying out the responsibilities handed to them.
It's crucial to take note of each employee's job description before you have your duties planned. Employees should receive tasks that are in line with what they're hired for. You shouldn't expect a writer to be good at designing and vice versa. Not to mention, it's very important for you to take their personal goals into consideration when giving them the tasks. And if you combine them both together, you'll be getting yourself a formula in assigning people the right roles and responsibilities.
Again, communication is the key to teamwork. As a leader, you should make sure that each team member is aware of what is to be expected from them. However, communication shouldn't be a one-way thing. It's good to ask for feedback from your employees regarding the responsibilities given to them. It helps create a functional team, but it's also heartwarming for the employees to know that you care about their thoughts and opinions.
When the responsibilities and roles are assigned to your employees, make sure that they agree with it. Don't try to force a role on someone who doesn't want it. Nothing good can come from using force. Your employees will probably do the bare minimums when they're given responsibilities that they don't agree with, or worse, they might resent it so much that it disrupts the flow of your work.
We all know by now that each team member plays a vital role in the team. Some team members are more creative in terms of ideas, while others are good with hands-on tasks. The main point is that all employees have their core values that help bind the team together. A good team member will play the role of being an active listener and participator and carry out their responsibilities in completing all the tasks and assignments given.
A leader is different from a boss, and that's a common saying that we've all heard before. The team leader's primary role is to guide the team in the right direction. Even though the team leader is responsible for giving out the tasks, an effective team leader will give their all in supporting and supervising their employees when they need help and resolving any internal communication issues.
In conclusion, the team leaders and their employees are like cogs and springs. If these "parts" are put together, and everyone plays their role, you'll build a well-functioning team. In addition, as long as everyone in the team is organised and clear about their respective roles and responsibilities, you'll undoubtedly be an efficient team accomplishing all your goals in no time.