Show me a team that is unable to perform at full capacity and ill show you a manager that has not been able to do their job effectively. Whatever the cause of the inefficiencies, the manager has to come up with solutions that provide his people a conducive environment to perform in. Challenges can be varied. Some examples:

Whatever the case may be, the managers job is to manage these and shield the workforce from them. How adept and skilful the manager is at navigating this minefield would set the scene for the outcome. For each one of these a different skillset, a different approach and a different mindset is required. The first step is to accept and acknowledge the fact that the particular issue exists. Its so easy to be in denial. “Not on my watch” is an escape hatch only. Or, that I am focusing on results. Results will follow if these are fixed. 

After this critical first step has been taken, one must move onto the possible approaches, solutions. In doing so, particular attention is required to ensure the solution is sustainable, acceptable and not only impacts the staff member in question, but also attempts to eliminate the issue altogether, if not mitigate its existence. 

If one was to use the above list as a checklist and go through it, thinking of their own team, and keeping an open mind, a rich tapestry of insights may be gleaned from it. Just like the challenges, the solutions themselves are a complex mix of systems & structures, checks and balances and people management. 

Structures, policies and systems aside, fairness, transparency and equity are the call of the day. Autonomy, growth opportunities and clarity are critical. Team spirit, training & providing a voice to people are over-arching elements. Balance, empathy and appreciation take centre stage. Regular and two-way communication is key. Leading by example, emotional intelligence and clear direction are not just nice to have, but pivotal. 

The # 1 cause for people leaving organizations is toxic and negative environments followed closely by poor leadership. The answer is simple folks. Pull up your socks and focus. Give this aspect the merit it so richly deserves. This is where traction is key. This is something you can influence. If you so wish.

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