{"id":49630,"date":"2021-06-18T17:41:00","date_gmt":"2022-10-18T17:41:57","guid":{"rendered":"https:\/\/www.salesforce.com\/?p=49630"},"modified":"2023-12-13T12:56:22","modified_gmt":"2023-12-13T01:56:22","slug":"how-to-improve-team-efficiency-and-productivity","status":"publish","type":"post","link":"https:\/\/www.salesforce.com\/au\/blog\/how-to-improve-team-efficiency-and-productivity\/","title":{"rendered":"How to Improve Team Efficiency and Productivity"},"content":{"rendered":"\n

Team productivity and efficiency are no joke. With many Australian and New Zealand businesses embracing a hybrid model that\u2019s part-time work from home, part-time in the office, we\u2019re all looking for new strategies to keep the team together. Here at Salesforce, I coordinate with over 20 teams in four time zones to work toward a common goal. After years of study and practice, these are just a few of my favourite strategies for a steady workflow and team unity.<\/p>\n\n\n\n

Choose, hire, and lead a team that\u2019s ready to collaborate<\/h3>\n\n\n\n

With the right people and the right environment for their growth and development, you can expect a lot from your team. Use these tips to surround yourself with hard-working, fast-thinking individuals working toward a common goal:<\/p>\n\n\n\n

Diversify your team<\/h4>\n\n\n\n

First, surround yourself with a diverse team. Diversity and inclusion have tremendous advantages in the workplace. A broader mix of colleagues with different backgrounds brings diversity of thought into the room. Some studies have even shown that companies with more diversity around the conference table are more productive and show a richer bottom line.<\/p>\n\n\n\n

Lead with gratitude, and share yours regularly<\/h4>\n\n\n\n

An attitude of gratitude goes a long way at the (virtual, or otherwise) office. I am often impressed by the efforts and ideas of the people I work with, and I don\u2019t just keep that admiration to myself. Recognise your team members\u2019 accomplishments either personally or publicly, and find out how each person likes to be recognised. Do they like gifts? An email to their manager? A more public shout out on a big team call? Customise their recognition to them.<\/p>\n\n\n\n

This practice gets the wheel of appreciation turning on your team and beyond. Set a weekly calendar reminder for yourself to show gratitude to a teammate.<\/p>\n\n\n\n

Be authentic and vulnerable<\/h4>\n\n\n\n

I always thought that being a leader meant being as perfect as possible. I got a huge wakeup call from my team earlier this year with feedback that my authenticity and vulnerability were really low. I realised that they were asking for me to be more human \u2013 to share my struggles and my failures. They wanted me to walk them through the hard steps I had to go through for a win, and they wanted to get to know me by sharing more of my personal life. <\/p>\n\n\n\n

Perfectionism is scary, and it makes it hard for people to work with you. When I opened up, I created a safer environment for the team to feel more comfortable speaking up. And the more they spoke up, the more they shared new ideas, and the more innovative and productive they became. I love this quote from Forbes<\/a> and I refer to it often:<\/p>\n\n\n\n

The perfectionistic, never see \u2019em sweat, A-gamers cause disconnection in others. Being able to balance your competency with your vulnerability makes you human, and creates a safe place for others. It also encourages strategic risk-taking and innovation, which are critical to excellence.<\/i><\/p>\n\n\n\n

Prioritise well-being<\/h4>\n\n\n\n

To encourage your team to bring their whole selves to work, you have to create a space to speak to that whole person. Short reminders to breathe, get mindful, and focus are a great way to break up the work day and encourage perspective, calm, and creativity. In addition to encouraging wellness days and time off as needed, kick off a meeting with a couple of minutes of meditation. Start things off with a quick team \u201ctemperature check\u201d red, yellow, or green \u2013 to gauge how they\u2019re thinking, the struggles they may have, and their current stress levels.<\/p>\n\n\n\n

Leaders should encourage their team to be their best selves. I\u2019ve tried this exercise and it was very successful: Have each person write down personal wellness goals that are important to them. One of mine was to make a date night every Wednesday night; I also planned to make time for some stress-relieving exercise a few times a week. Encourage team members to write down what\u2019s important to them to maintain their wellness. Make time for regular check-ins to help them keep those goals a priority and keep them on track. This is a great way to build accountability and team support while encouraging some really healthy habits.<\/p>\n\n\n\n

Set a North Star, and help your team reach it<\/h3>\n\n\n\n

Your team needs a short list of three-to-four clear goals \u2013 the proverbial elevator pitch \u2013 that you strive for together. Repeat these goals constantly and make certain your whole team is as familiar with them as you are. Once everyone has the big picture, here\u2019s how you can focus on each individual to help them reach their goals, i.e. their \u201cNorth Star.\u201d<\/p>\n\n\n\n

Clarify each person\u2019s role<\/h4>\n\n\n\n

Everyone on the team should be clear about each person\u2019s role and the unique skills they have to support it. When they are clear on their roles, they overlap less and they\u2019re more productive. Learn what special skills each team member has and have them coach each other for continued growth and learning.<\/p>\n\n\n\n

Ruthlessly prioritise<\/h4>\n\n\n\n

One of my favourite quotes is, \u201cIt\u2019s not prioritisation until it hurts.\u201d You need to constantly look at what you\u2019re doing and what you could cut to make room for something more impactful. With this philosophy, your team isn\u2019t wasting their energy and losing productivity.<\/p>\n\n\n\n

Communicate with context<\/h4>\n\n\n\n

Adding those extra few sentences in an email to explain, say, a project\u2019s background and goals, can make all the difference in success and idea generation. Particularly now that some of us might be working from home and others in the office, we need to pivot the way we communicate to be more thorough and more impactful. Luckily we have lots of tools to help us along the way, including email, meetings, Slack, etc.<\/p>\n\n\n\n

Make the daily workflow more efficient<\/h4>\n\n\n\n

The more your team has insight into leadership direction and decisions, the more aligned and productive they\u2019ll be. In addition, if they have the right tools and resources at the ready, they\u2019ll spend less time performing mundane tasks and more time on bigger-picture projects.<\/p>\n\n\n\n

Establish a single source of truth<\/h4>\n\n\n\n

Juggling multiple fast-moving projects spread over multiple people is the norm. So ask yourself: Does your team know where to go to find accurate, updated information on every project or initiative? It\u2019s imperative to create (and maintain) a shared doc, website, spreadsheet, or something else with broad access and the right data. Help your team align to your North Star.<\/p>\n\n\n\n

In addition, create playbooks for every role and every process. Detail and record what works (and what doesn\u2019t) so that new members can hit the ground running. You can also share them with other teams so they can easily partner with you or absorb your best practices.<\/p>\n\n\n\n

Instill a culture of coaching<\/h4>\n\n\n\n

Give your team feedback regularly, and coach them by asking questions and not giving them the answers. When people reach conclusions by themselves, they learn. And when people are learning, they\u2019re engaged and productive.<\/p>\n\n\n\n

I\u2019ve also had great success with peer coaching, as it\u2019s a safe way for people to try on new skills and stretch projects. If someone has a skill that\u2019s valuable to others \u2014 for example, they\u2019re a wiz on an analytics platform \u2014 have them be the point person for the team and coach others with questions and team development. People learn a lot from watching or getting feedback from their peers, not just their managers.<\/p>\n\n\n\n

For maximum productivity, keep the team motivated and inspired<\/h3>\n\n\n\n

Get to know your teammates as authentic human beings. On our team, we do a weekly sync where each person shares a few recent photos from their lives outside of work. It helps drive a strong personal connection across the team which helps keep them motivated, inspired, and thus, more productive.<\/p>\n\n\n\n

Establish your team\u2019s identity and vision<\/h4>\n\n\n\n

Create a written, shared vision with your team to build alignment and commitment. Together, define what you want to be known for, how you want to treat each other, what big moments you want to celebrate, and how you want other teams to perceive you. A team kickoff like this puts you all in agreement with shared values and ensures your vision includes something that motivates each team member.<\/p>\n\n\n\n

Find stretch projects to help team members grow<\/h4>\n\n\n\n

Teams are more motivated and productive when they\u2019re learning new skills and growing in their roles. Understand what types of projects energise your team members and which ones drain their batteries. Then, find them a stretch project that aligns to keep them growing, learning, and energised.<\/p>\n\n\n\n

Celebrate team wins \u2014 and failures<\/h4>\n\n\n\n

In addition to knowing when to praise your team, you should be sure to keep your accolades specific. Not just, \u201cnice job!\u201d, but celebrate their specific wins. Did they forge a new relationship that made all the difference? Learn a new system or tool? Beat a deadline? Praise them well, and you will soon see the rippling results of that praise. Frequent positive feedback is associated with increased creativity among employees.<\/p>\n\n\n\n

Don\u2019t forget to recognise and celebrate your team\u2019s failures and applaud their willingness to take a calculated risk. Failure is an opportunity to learn, grow, evolve, and become more productive long-term. Create an environment where it\u2019s okay to take a big risk and fail. Focus on lessons learned and what to try next time. The rest of the team will learn from seeing something that didn\u2019t work (and how that person came back from the setback).<\/p>\n\n\n\n

Looking to connect your employees in the new working world? Read our Transformation Playbook and learn how to change mindsets and connect silos<\/a>.<\/b><\/p>\n\n\n\n

\"Subscribe<\/a><\/figure>\n\n\n\n

<\/p>\n","protected":false},"excerpt":{"rendered":"

Building teams, reaching goals, and keeping the work and the motivation flowing aren\u2019t easy. 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