The Core Skills Needed to Manage Your Team Effectively
The management of a team may be challenging at times. The performance of the team, as well as its overall success and productivity, is often dependent on the leader of the team’s ability to successfully manage his team. Learn how to become a better leader by reading these top five ideas.
*Inspire and motivate personnel to contribute to the company’s success. Employees who do not believe that the value they provide to the firm is recognized or appreciated are more likely to lack motivation and to not put their full effort into their job. Therefore, you should do everything you can to keep your staff motivated so that they may continue to love their job and remain productive. As you get to know the people of your team better, you’ll be able to come up with unique strategies to inspire each individual member.  You may give incentive for your staff, for instance, by recognizing the productive job that they have done during monthly all-hands meetings.
Providing yearly incentives to staff who have been productive. Making it very apparent to workers how the organization benefits from their labor.
Pay attention to the different ways in which different workers react to different motivating techniques so that you may successfully customize motivation. For instance, one worker’s primary source of motivation may be the conviction that the impact of their job is meaningful to others, while another’s primary source of motivation may be receiving recognition for their efforts in front of their peers. Motivate staff members by using the method(s) of incentive to which they are most receptive.
You should try to avoid employing different kinds of incentive with different personnel. For instance, if you provide regular monetary incentives to a select few employees, it could give the impression to the other members of the team that you are favoring some workers over others.
*Recognize and commend the efforts of your personnel. When a member of your team does outstanding work that you believe warrants acknowledgment, you have the option of rewarding them with a monetary award or a little trophy. If you are generous with awards, the members of your team will put in extra effort to earn your approval. Employees that are productive should not only be financially rewarded for their efforts but also verbally praised and recognized. 
You have the option of either praising someone verbally in private or in front of the whole team. Extroverted workers who want the admiration of others may feel better rewarded if their efforts are recognized in a public environment. On the other hand, employees who are shy or easily humiliated may prefer private acknowledgement.
Your team will come to see you as an inadequate leader if you give the impression that you are apathetic to the hard effort that your colleagues are putting in.
*Remember to have a cheery disposition whenever you engage in conversation with other members of the team. The manner in which a manager approaches their job may have a significant impact. Increasing the amount of good energy in the office and encouraging people to become more interested in their job may be accomplished by maintaining a happy attitude, smiling, and making small conversation from time to time. It is an effective way to demonstrate to your personnel that you are accessible and that you are all a member of the same team. 
When an employee believes that their boss is concerned about how their day is going or whether or not they are feeling better after being ill, they experience a sense of worth and appreciation. This, in turn, leads to increased productivity and a more optimistic attitude.
*Resolve conflicts in the workplace in a timely and equitable manner. In every work environment, it is unavoidable for there to be a few arguments and conflicts, even if they are quite small. You are responsible, in your capacity as manager, for mediating and settling these disagreements via conversation whenever it is feasible. If two of your workers are arguing with one another, for instance, you may schedule a meeting with each worker separately and inquire as to what is bothering them. The next step is to gather all of the staff in the same room together and urge that they come up with a solution to the issue. 
If an employee continues to cause problems around the workplace, particularly if they are making the atmosphere unpleasant for other employees, speak with HR or upper management about the possibility of suspending or penalizing the person in question.
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