3 Rules Great Managers Follow To Develop A Winning Team

The number of hours your team works doesn’t translate to the value they create.

Hours do not equal effort. We can take it a step farther; the time of day your team works and where they work doesn’t translate into the value they create, especially for knowledge work.

Managers must begin to make the migration from time-based management to results-based management.

It sounds silly. You’re likely thinking, “duh, obviously, my team needs to produce results,” but that’s not what many managers do. Instead, they focus on when people work and how many hours a week they work above everything else.

When managers focus on outcomes, it produces far better results (obviously).

You become the leader of results, not the dictator of time.

Here’s how you can become a better manager by focusing on results and values:

Role Clarity

Everyone on your team must fully understand what you hired them to achieve.

If they don’t clearly understand what their role entails, the person isn’t to blame; it’s management’s fault.

Role clarity is the top five to ten expectations and KPIs they must meet or exceed to remain on the team.

Once they have clarity on their role, you:

Remove Obstacles

Your team is full of adults.

They don’t need you breathing down their neck. Give them space to execute their role. Be the person that removes obstacles, coaches them for growth, and gets out of their way.

When you’re team knows what they need to do but still can’t get it done, you’ll need to have:

Accountability Conversations

Work is to produce results.

If someone isn’t holding up to their end of the deal, you must have an honest conversation with them. The first conversation will be asking:

• “Are you clear on what your role is?”
• “Are you clear about how your performance is evaluated?”
• “Are you clear about how you can exceed expectations and what’s below expectations?”
• “Are you clear what your role entails? What are the expectations and results you must deliver?”
• “What’s the top priority expected of you this quarter? How will you get there after this conversation?”

If performance doesn’t improve, they can’t remain on the team.

You don’t need your team to be at work; you need your team to work and produce results.

Great managers don’t manage time; they manage results.

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