Está gestionando empleados con diversos niveles de habilidad. ¿Cómo puedes establecer metas que los desafíen y motiven?

Imagine your team as a number of combination locks. All have a unique combination to be opened. As a leader, it’s your job to learn those combinations and unlock your team’s potential. Better understanding of the individuals on your team will drive you to position them for success. Be the leader you would follow.

Create team-based goals that require collaboration and input from all skill sets. This allows junior members to learn from senior colleagues and vice versa while working towards a shared objective

Para definir metas que desafiem e motivem funcionários com diferentes níveis de habilidade, é importante considerar as habilidades individuais de cada um e estabelecer objetivos realistas, porém desafiadores. É essencial comunicar de forma clara e transparente as metas a serem alcançadas, oferecer suporte e recursos necessários para que os colaboradores consigam atingir esses objetivos e proporcionar feedback constante para monitorar o progresso e oferecer orientações para melhorias. Além disso, é importante reconhecer e recompensar o esforço e o desempenho dos funcionários, incentivando-os a se superarem e atingirem seu máximo potencial.

I take the time to listen to my employees to understand what motivates them. I ask my employees to tell me about previous positive experiences they have had and I use that to better understand what drives them. Then, I engage them in scenarios, I ask them to describe to me how they would address certain situations and why they would go about doing it in certain ways. This helps me understand what motivates them. Finally, I always make sure that my employees understand how their work contribution fits in the bigger picture and I emphasise the importance of their contributions.

I worked in a multicultural and multilingual environment and therefore it is to not easy to understand individual’s strength, weakness, and aspirations because of their social/cultural background they come from. What I found effective is to have meeting with individuals with similar backgrounds and characters than in a bigger group. And bring individual’s strengths and career aspiration in a bigger forum, and guide and coach to over-come weakness during one-on-on meetings. As a manager you should ensure phycological safety of staff by demonstrating your behaviour and or action than words. Encouragement and compassionate management are key to manage a diverse team of various level of knowledge, skills, and behaviour.

One can set goals that challenge and motivate employees by assessing their strengths, weaknesses, and interests, and establishing specific, measurable objectives that align with their skill level and career aspirations. We also provide resources and support to ensure their success.

Setting goals that challenge and motivate employees with diverse skill levels involves understanding individual strengths and growth areas. Establish clear, specific, and realistic goals that push employees out of their comfort zones. Align goals with each employee’s career aspirations to enhance motivation. Provide necessary resources, training, and support. Foster a collaborative environment where employees learn from each other. Regularly recognize and celebrate achievements to build a positive culture. Offer continuous feedback and be open to adjusting goals as needed. This approach ensures that every team member feels valued, challenged, and motivated to reach their full potential.

Em primeiro lugar, você tem que conhecer o potêncial de cada colaborador de sua equipe, e saber onde cada um deles podem ser designados para desempenhar um ótimo trabalho e com isso o colaborador vai conseguir o seu desenvolvimento profissional.

One huge skill a manager should have is the ability to read his/her employees’ points of strengths and weaknesses. On that basis, this will allow for applying the proper SMART goals individually. The more you read your employees, the more you’ll get from them.

While Setting a SMART GOAL for every individual, Include another goal called SMARTI- I for Initiatives- Clearly define what initiatives the employee must take for each Quarter. Examples-, CSR, Recreations/ Fun activities, Tech or non tech trainings etc., Such "I" factor will not only help individuals to collaborate well, also will make the workplace a happy and prosperous one. Define your own KPI however applicable and measure them with a simile :). Want to try ?

I have experienced, you have to develop smart goals as per the level and understanding of your attendee. For example an active and sharp member of your team can absorb a long request which he further completes step by step on his own. Contrary to that a member of your team who has difficulty in understanding your request or instruction, you have to break down the main goal into smaller targets and communicate step by step.

Smart Goals: by setting a specific, Measurable, Achievable, Relevant and time bound goals that align with each employees strength and development needs. Tiered Goals: By Establishing a tiered system with incremental goals, allowing employees to progress and grow at their own pace. Regular feedback: by Providing a regular feedback and coaching to support employees in achieving their goals.

Interessante aplicar um DISC para toda a equipe e conhecer os perfis profissionais de cada um, para, com isso, trabalhar os SMART Goals, alinhando as perspectivas de cada um com as perspectivas do departamento e da Companhia como um todo.

As a manager managing a diverse team need to tailor SMART technic as per staff job profile, experience, skills, ability, and willingness to learn. It is especially important to keep in mind that staff grow themselves over a period of time in a healthy working environment if learning/growing opportunities are given. Staff performance should be evaluated regularly, and it is continuous process. A few encouraging comments and you can-do moral boosting will significantly help achieve SMART goals irrespective of staff of experience and skills.

Encourage employees to take on new responsibilities and challenges. Provide training, mentorship, and opportunities for professional development to help them grow and improve.

Encourage staff is a key to achieve enhance their performance. Delegating tasks and asking them to perform at a higher level than their current level with support and guidance will significantly help increase overall growth of staff. Manager should not underestimate staff performance ability based on one or two incidents as they do not make precedence always. Encourage staff to take calculated risk for their growth.

Em nossa visão, não basta apenas criar novas responsabilidades e desafios, mas sim, promover treinamentos, ter a coragem de investir no profissional, entender quais são as metas dele dentro da empresa e como a empresa poderia investir nele para que ele cresça e desenvolva o seu trabalho.

Many companies may fail in this area. Majority of companies after probation period, instead of providing a mentorship to improve their skill they relieve their employee due to lack of performance. Just instructing them to do the work really doesn't make any changes instead invlove them in projects will encourage them to grow in the area.

I'm always up for people being encouraged to grow their skills on site. The more your workers know the better it is for everyone.

Having a clear upward growth strategy in the department or company is an effective way to motivate personnel to invest themselves in training and career development. Incentivizing good teamwork as well as technical and safety performance can further enhance the effect.

One should always be open to new ideas, those can come from employees, so encouraging them to voice their opinions helps one find new and different paths. Allowing employees to voice their opinions also boosts the moral and helps them to start thinking out the box.

Feedback is a gift, getting feedback from a manager/leader as you work towards goals is one of the best things a manager can do to help their employees. Giving feedback using the SMART method can often times be the difference in making or breaking the goals you've set. Specific Measurable Achievable Relevant Time-based

Distinguish individuals and guide them in a different way. Some has to get close and more regular feedback and other need more freedom to grow.

Provide regular, constructive feedback to help employees understand their progress and areas for improvement. Focus on specific behaviors and outcomes, and offer actionable suggestions for growth.

Definitely always welcome any feedback whether it's positive or negative. If mistakes are made or things go awry then people should always be able to give feedback.

I’ve always whole heartedly believed in giving feedback whether it’s positive feedback or a opportunity to coach, personally I have found that while positive feedback and recognition is always nice, I don’t myself do what’s right for positive feedback I do it because it’s what I’m susspose to do. However constructive criticism and coming forth when I make a mistake is how I’ve developed into the level of professional that I have become, if I’m wrong tell me I’m wrong and I will learn from it and remember it next time the situation arises. If you don’t let a person learn from a mistake you as a manager failed your fellow employee as well as yourself when you could have just as easily coached them and made them a better member of the team.

Reward employees for their contributions, wether those contributions or ideas will work or not is irrelevant in the beginning, by allowing employees to have a voice boosts productivity and helps employees grow on a personal level which will overflow into the business

O feedback bem realizado é fundamental para o crescimento profissional, e não precisa ser feito de maneira formal e apenas em situações específicas. Ele pode ser realizado em conversas diárias, reuniões one-a-one e até no próprio momento da reunião do feedback. O importante é sempre conversar com o colaborador, acompanhar constantemente o trabalho executado por ele e fornecer micro feedbacks diários ou semanais (a depender da situação), de modo a balizar o caminho do colaborador e guiá-lo de maneira construtiva ao aperfeiçoamento profissional e dos trabalhos na empresa.

Foster a collaborative environment by encouraging teamwork, open communication, and knowledge sharing. Assign projects that require collaboration and provide opportunities for employees to work together.

Collaboration between different sections or even same sections of work creates team building and allows employees to learn from each other, as a leader you need to colaborate with employees, but as a leader you should be open to their ideas aswell even if it sounds far fetched. The more the employee feels like they have a voice in a business the harder they will work and the more they will want to help each other which in turn helps the business

Regularly reflect on employee performance and adjust goals as needed. Monitor progress, and if an employee is struggling, provide additional support or adjust the goal to ensure they remain motivated and challenged.

Basada en mi experiencia, los objetivos que son establecidos y ajustados con la ayuda y opiniones de los equipos que los alcanzarán, son más fáciles de asimilar e interiorizar. No olvidemos que por más que los objetivos sean desafiantes y coherentes, si el equipo (o una buena parte de él): - No los entiende - No cree que sean relevantes - No cree que estén en favor de la mejora del trabajo actual - Piensan que solo fueron establecidos por los altos mandos sin considerar sus opiniones y/o el bienestar de sus miembros Solo estaremos hablando de objetivos plasmados en papel y no habrá compromiso alguno en alcanzarlos.

SMART goals—Specific, Measurable, Achievable, Relevant, and Time-bound—are a proven framework for setting clear and attainable objectives. When managing a diverse team, it’s important to customize these goals to fit each employee’s skill level.

Provide the resources and tear down barriers for your employees. Your job as a manager is to make them a clear way without forseen obstacles to their goal. Anyway there will be surprises they have to handle.