When thinking back over my career so far, I’ve noticed certain parts that stand out. Some of those involve being stressed. Periods of stress that had me sleeping poorly, thinking about work continuously and feeling anxious.
Surprisingly, the times when I experienced the most stress were not during the most high profile projects, tightest deadlines or when dealing with the most senior people. The times I felt the most stressed were when I lacked support from my manager.
Your team need your support so they don’t feel the same way, so let’s look at how you can make it happen.
1. Support Your Team by Reviewing Work Frequently
Don’t be a seagull manager, only meeting with your team when there is a crisis. Don’t leave your team working on the big report for two months and then review it right at the end. Be sure to check in with your team early and often.
Leaving your team to work alone until you come in and criticise their work will lead to increased stress and failure.
Book regular progress meetings to understand how your team members are progressing, and if they need assistance.
2. Support Your Team by Sticking Up For Them
Sometimes, people will attack your team. Whilst it is important that you try to understand any issues, your default position should be that you stand up for your team. If you don’t, then you probably have trust issues which need to be fixed.
You can read more about trust issues here: 3 Ways That a Lack of Trust is Ruining Your Team
Of course, you can’t just ignore problems your team may have caused. Even so, your team needs to see that you are willing to stick up for them, when needed.
If your team sees you back off or contradict them at the first sign of conflict, they’ll begin to feel exposed.
3. Support Your Team By Communicating Accountability
When you delegate accountability to someone in your team, it needs to be communicated clearly. The worst thing you can do is tell your team member that they are accountable, but not tell anybody else. This puts them in a situation where roles and responsibilities are unclear.
Make it easy for your team member when you delegate accountability to them. Tell the team member they are accountable. Then tell the people they are working with. This removes a lot of infighting that can occur as part of delegating accountability.
4. Support Your Team By Setting Standards
Working in a team without any standards is difficult for everybody. It’s difficult for the leader, because the team members will produce variable outcomes. It’s difficult for team members because they don’t have direction.
You need to support your team by setting standards for the work that you do. If your team works on technical tasks, make sure technical standards are in place.
On creative tasks, standardise the process, rather than the creative output. This will increase their confidence and give them some “guard rails” to follow.
When you have performance standards in place, you can more easily see whether your team is meeting them. Anything below the line is a cause for concern and may indicate an area where you need to provide more support.
5. Support Your Team By Being Available
Some leaders are difficult to contact. Sometimes this is the nature of their position. Regardless, you need to ensure that you provide your team with frequent opportunities to talk to you.
Set times when you will be available and stick to them. Make yourself available to your team so they have opportunities to discuss and confirm things with you.
You may think that you are showing trust by allowing your team just to “get on with it” without you. Your team may just feel like you’re never around and don’t care about them.
6. Support Your Team By Developing Their Skills
A team that isn’t learning is stagnating. Teams that aren’t given opportunities to develop their skills may suffer from a lack of confidence to perform at their best.
It’s up to you to provide opportunities to learn through mentoring, training or on the job coaching. Targeting areas where team members are lacking confidence is a good starting point.
Cross training your team is also very important. Cross training means spreading skills and experience throughout your team. This removes the problem of “Tim is the only person who knows anything about this and he just quit.” Oops!
Cross training also allows your team members to work with colleagues to solve problems, rather than feeling like they’re the only person who can understand them.
Do you know any other good ways to support your team? Let me know in the comments below!
Alternatively, if you would like to ask a question or need some help, you can send me a private message through my contact page.