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5 Ways Managers can Make Collaborative Workplaces

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Joined: 25 May 2017
Posts: 2

PostPosted: Thu May 25, 2017 11:48 am    Post subject: 5 Ways Managers can Make Collaborative Workplaces Reply with quote

When Marissa Mayer was appointed CEO of Yahoo!, there were wide speculations in the market about her ability to lead the team effectively. The performance of Yahoo! can be debated but Marissa’s leadership skills were commendable to say the least. Managers and CEOs can empower teams to develop collaborative workplaces by using their experience and skills. A task management software for group collaboration can essentially lessen the work for CEOs and managers.
Workplaces today suffer from lots of information which is regarded by many as irrelevant for team members. When inefficiency creates a lack of collaboration, it can lead to lower productivity. Teams and departments must be aligned through collaborative processes. Let me offer you 5 ways in which managers and CEOs can lead to improved productivity and increased profitability.

1. A Collective Vision for Collaboration
Systems and cultural issues hold back true collaborative efforts at leading companies worldwide. If the supervisors and ultimately the managers feel empowered to step back and look at their systems, observations creates opportunity for change. Precisely this is the time to seek input from the team regarding some key issues. Some of them are
What are the goals of each process?
What can we do to expedite the process?
How are current processes affecting results negatively?
The manager’s vision will set the tone for implementing new processes that effectively engage everyone in a company-wide synergy.

2. Support Collaborative Transparency
Transparency across teams is key to uncover all the ways how lack of collaboration affects productivity and revenue. Team transparency can be defined as a real-time to see who’ doing what and working with whom and if they are adhering to deadlines. To ensure that managers are not engaged in just the micromanaging, it is important to support collaborative transparency in the process.
Work to incorporate solutions that help team activities become more apparent to others in the company. The projects are more likely to stay on track when people across the company understand which projects are making progress within expected deadlines.

3. Encourage Accountability
It’s a win-win situation when you share the principles of accountability. It’s better to define early in the process about who is doing what, where and when so that manager you can strive toward your company’s larger objectives. Acknowledging the efforts of team members is required when they successfully achieve their goals.
Giving employees means to demonstrate value will foster accountability. And accountability ultimately leads to increased leadership opportunities within an organization.

4. Overcome Roadblocks

It is very difficult to overcome roadblocks without the implementation process. It’s not uncommon for a CEO or senior manager to push back against a new way of doing things. They might not see the long-term benefit of leaving current processes altogether and going for new collaborative ones. Even in the tough situations, the habit of keeping everyone in loop or sticking to a traditional way can result in delay in completing any process.
That’s the situation where the leadership quality of a CEO/Manager comes into play. You need to report the positive results demonstrated by teams that adapt new process. Tying the outcomes to the strategic priorities like delivering a project to the client before the scheduled time. Once this happen, your subordinates will work smoothly and more seamlessly in your desired manner.

5. Monitor
An Iterative process is adopting to a new way of doing things. The initial effort is very important as you need to take into account how significant that improvement is? If it is taking you closer to your goal, then you can count on it. Otherwise, it’s not worth the effort. The role of a manager or CEO is to think of ways to improve teamwork and implement new practices and technology and feedback, both internal and external.
This is the step where monitoring the performance of teams and its members is crucial. Once your team members will start having conversation about productivity, it will naturally impact other teams as well thus starting a positive chain reaction.
Want to add something to the blog? Please use the comments section below.
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Josew Bishop

Joined: 29 May 2017
Posts: 1

PostPosted: Mon May 29, 2017 10:16 am    Post subject: Reply with quote

Good tips! I suppose we will try them in our custom mobile app development company. Managing big teams of software developers isn't an easy thing to do.
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Joined: 20 Dec 2017
Posts: 2

PostPosted: Wed Dec 20, 2017 2:58 pm    Post subject: Reply with quote

This is very useful information for managing a large team. I work in big mobile app development company in Dubai and I know how difficult it is to manage a team correctly. Thanks for sharing !
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Joined: 09 Dec 2017
Posts: 8

PostPosted: Fri Dec 22, 2017 3:38 pm    Post subject: nice Reply with quote

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Joined: 27 Dec 2017
Posts: 410

PostPosted: Wed Dec 27, 2017 3:37 pm    Post subject: Application Reply with quote

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Anastasia Stefanuk

Joined: 07 Mar 2018
Posts: 1
Location: Kyiv, Ukraine

PostPosted: Wed Mar 07, 2018 3:19 pm    Post subject: managing remote teams Reply with quote

Great post, thanks for sharing! Imagine what kind of experience one should have to be a CEO at remote development teams provider like Mobilunity. Though the results show great efficiency due to a great model:
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