47: The Pitfalls of Poor Team Management and Your Business

Poor team management not only leads to financial losses but affects employee well-being. Ultimately, low input equals low output, which impacts the company's bottom line. In this first part of the team management series, we zero in on the team management pitfalls most businesses are not aware are putting a dent in their productivity. Listen to what you should be attentive to when it comes to teams and what these signs mean.

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Episode Transcript

(00:00):
Welcome back to Tagline.
You're just in time for a new serieson team management and your business.
An effective team management system isessential for any business to succeed.
Teams that are well managed andworking productively together lead
to greater success, efficiency, anda better work environment overall.
Yet over 70% of the people admit tohaving a bad immediate supervisor.

(00:24):
So the real question then becomes, ifeffective team management is such a
critical component to business success,why do we still have so many poor
leadership and people management systems?
These statistics go for hospitals as well.
As a nurse, I sometimes ask the.
The same question and they admitto having bad supervisors, but

(00:46):
when I ask if they have bad doctorsor surgeon, the answer changes.
In the case of hospitals andairlines, we know why it's dangerous
to employ bad surgeons and pilots,but what about in business?
When teams lack that direction, it canlead to a host of problems for businesses
such as broken communication betweenthe members, low morale, a lack of

(01:09):
productivity and motivation from theteam, and then that makes conflict among
members or divisive leadership styles.
Poor team management not onlyleads to financial losses,
but affects employees well.
Ultimately low input equals low output,which impacts the company's bottom line.

(01:30):
In speaking of low input, oneof the trending workplace issues
right now is quiet, quitting.
That's one pitfall every businessleader should urgently address.
I was looking at Gallup study andit some light on what companies
need to know about this trend.
At least half of the USworkforce is quietly.

(01:51):
Then the workplace amid the pandemic gotworse for younger workers and managers are
essential to combating, quiet, quitting.
The top reasons for quiet quittingaccording to studies include a lack
of recognition, negative workplaceculture, work overload and burnout.

(02:12):
So what's the solution for a businessto evaluate and identify gaps
in management loopholes in your.
Now, of course this varies by company,but here are some areas affecting
most teams work expectations.
Assess whether the individual membershave a clear understanding of work

(02:34):
expectations and if they have allthe necessary resources to succeed.
This could be something as simpleas providing feedback on their
performance every so often.
Engagement, access, every engagement.
You want your team to be engaged withthe company, with their work, their

(02:55):
teammates, and their immediate supervisorshaving meaningful conversations
with each team member once a week.
Maybe it's 15 minutes.
It's just a better habit for successfulmanagers to judge engagement.
And management protocols.
Finally assess managementsystems in place.
Do they allow everyone from managers allthe way down to understand each other's

(03:19):
goals clearly, while you're also creatingan atmosphere of safe collaboration?
These systems involve how youcollaborate, and they also
measure individual accountability.
You can catch more on communication,collaboration, and technologies
in our coaching program Call toaction where we break down for you

(03:41):
how to develop management system.
Plus, you'll have access tothe Polaris c r m that makes
tracking what each team member isworking on in the customer front.
Very easy.