Realize your responsibility and own it
Knowing that the performance for small teams in big companies is almost more important than those who have more resources is a big deal — and as a manager, it’s important to be upfront with your team from the beginning. At the end of the day, it’s your responsibility as a leader to really guide your team to the laid out objects or pinpoints. Make it clear to your teammates that there needs to be a plan in place, formal or informal, and how you’re going to get from point A to point B. This way, they can work accordingly on a schedule or timeline.
Show your purpose and how you plan on getting there
Okay, so you’ve got a rough little outline or plan, which is great. But, you’re going to have to show your purpose and how you plan on getting there. How? First, as we mentioned, getting a proper team structure is ideal. More importantly though, you need structured social goals.
Let’s say your employee, James, had a pretty good track record in social media. In the past, he’s helped gain 500 Twitter followers in just a few weeks. By assigning James to a social media role, you put the best player towards optimum performance.
But, James could use help with copy writing, so you decide to pull in Kelly, who’s a writing machine. Both parties have the same objectives, just a different way (i.e. focus) of getting there, making the goal inherently social. Plus, it makes your employees feel pretty important because they have will have a real purpose.
Have some kind of measure of your performance
The key to showing you did a good job is measuring your performance and pinpointing how you reached those objectives along the way. This needs to be a management priority since you need to prove that you actually did something. As bad as it sounds, it’s easy for your team to become the victim because you’re small.
There’s a few ways to prove performance, from sharing weekly reports to e-mailing clients on overdrive. Want an easier way? Use platforms like WorkSimple which allow your team to measure and show their performance management.
So, when James reaches his goal of 700 followers, he can note this as it happens. When Kelly finishes writing those short blog posts for James, she can indicate that she got something done, which helps James, as well as the group and organization as a whole.
Let’s be honest. The future of performance, particularly for small teams in big companies, is social. By allowing your employees to share their progress, and indicate where they made a difference, you engage your team…while at the same time, measuring who did what. Further, you stop being viewed as the little guy, and start being viewed as the guy that can get things done and demands respect for it, which is ultimately the end goal.
What do you think? What tactics have worked for you when you were a small team part of a larger organization?