The Merriam-Webster dictionary defines “maximization” as the act of making the most of something.
As a sprinter, you should study your form and equipment to maximize your speed.
As a politician, you might examine your polling numbers to maximize your chances of winning an election.
When it comes to the teams in your organization, you need to take a look at how your team members are using their skills and time to maximize their potential, effectiveness, and engagement.
A study by Gallup found that active disengagement fell to 1% when managers focused on their employees’ strengths compared with nearly 40% of active disengagement when team members' strengths were ignored. This reinforces the importance of the role of the manager in the engagement and success of a team. Managers have the power to equip employees to discover and develop their strengths and position them in roleswhere they have the resources to maximize their skills, abilities, and engagement.
If your team members were asked the question, “Do you have everything you need to perform at your best in your role?” how would they respond? As a leader, your most important role is ensuring your team members have the tools they need to succeed.
Here are some ideas for increasing maximization on your team:
Start the conversation by sending a feedback request
Feedback is a crucial partof employee growth and team trust. Asking the right questions can reveal important information that will help your team build skills, improve communication, and become the future leaders of your organization.
To build maximization on your team, ask your team members questions like:
Do you feel equipped to do your job well?
Where are you hitting roadblocks?
Are there areas where you need more guidance or face uncertainty?
Do you feel that you’re able to use your unique strengths in your role?
Are there clear opportunities for your growth and development here?
Do I provide you with feedback that helps you grow and level up?
These questions show your team that you care about their growth and development, allow them space to speak into their success, and give them a chance to provide you with feedback as well.
Add maximization conversations to your 1:1 meeting agenda
Since your one-to-one meetings are a regularly scheduled time to touch base with members of your team, they serve as a great opportunity to re-engage each person every time you meet with them.
Today’s workforce desires more relational leadership. Forbes tells us that 60% of Gen Z wants a weekly, if not daily, touch point with their manager.
If you see maximization and engagement dropping, make a recurring agenda item dedicated to asking how resourced your team members are for their current jobs. By utilizing frequent, recurring check-ins, you can be quickly alerted when maximization and engagement start to dip.
Having this question show up week to week also allows your team space to think about and prepare their response ahead of time.
Offer opportunities for growth
Evaluating the availability of resources is not the only way to ensure that your team is maximizing their efforts and gifts; you also want to be developing their skill sets.
Start by asking your team members where they want to grow. If they aren’t sure, offer feedback on things that they have been doing well and how that might translate to growth opportunities. Then, connect them with learning opportunities to develop their skills and leadership in that area. This could be books, podcasts, blogs, or even people to teach or mentor them. Take time during your one-to-one meetings to ask thought-provoking questions about the development opportunities that they are pursuing.
By taking an interest in, and promoting, their growth and development, you will quickly re-engage your team and increase maximization.
Ensuring that your team has the resources and skills needed to complete their responsibilities well will not only help to improve efficiency but it will increase engagement. These two measures have a tremendous impact on the success of your team.
Leadr has the tools to support you as you re-engage your team. Research tells us that the strongest teams share three primary characteristics: rapport, maximization, and clarity, which is why Leadr has tools to directly measure each of these areas to understand overall employee engagement. Easily send out feedback requests, schedule one-to-one meetings with detailed agendas, and assign learning opportunities and growth plans through our people development software. Click here to schedule a demo.