If you’ve run out of Post It Notes, that’s not your biggest problem.

As a property management consultant I work with a variety of clients every day on a variety of projects. What surprises me is I see more company’s wasting time, wasting the talents of their teams, and losing money. When you have conflicting priorities, too many cooks in the kitchen, and micromanage everything, teams can’t be successful. The underlying issue? Leaders are not giving their teams the time do their job. Leaders are not offering the training and tools to help them excel, and provide the support they so richly deserve.

“The only reason for time is so that everything doesn’t happen at once.

Albert Einstein

Give your teams the gift of time!

Time…there will never be enough time in one day to get it all done (and done right). Think for a minute. What happens if you don’t do it right the first time because you’re in a hurry? Or because someone above you wants it right now? What makes you think you’ll have the time later to do it over the right way? Chances are you won’t. Remember, you don’t always get the chance for a “do-over”, and even if you did, some things can’t be fixed. Each day comes with it’s own set of challenges, demands, and the seemingly never ending to-do lists. You need to provide the time to meet the challenges.

As leaders in busy workplaces, it’s our responsibility to ensure teams have the time they need to do their jobs. Not to mention do them successfully. If they are continually getting bombarded with “I need this right now”, several things could happen. None of which are good for your team, your company, or your bottom line. It’s time to get reconnected with your teams and understand what they have on their plates each day. Be aware how your requests impact their day.

Get your teams input!

Members of your team will generally want to make sure they get your requests done first, but at what expense? Ask yourself, will these requests positively impact the business as a whole? Will it engage and empower the teams and propel them towards success? Or, is it something that popped in your head while sitting in traffic? If it’s a “might be a nice thing”, table it for a bit. Then think about it and the impact it will have on operations. Next, talk to your teams and the end users to see how this would impact their already full schedules. Make sure it’s going to positively impact the success of your teams and not hinder them.

The sands of time shouldn’t wear your teams down, they should be able to stand on them!

“It’s all to do with the training; you can do a lot if properly trained.

Queen Elizabeth II

Train your teams!

I see it more these days. Company’s desperate to hire team members, but not desperate enough to provide the training they need to be successful. Then they wonder why that person left after just a few weeks. The hiring starts all over again. Maybe it’s time to realize it’s not all about recruiting but more about retention.

It’s unfair to your team members to assume they know how to do it all. After all, no one knows everything. There are always different philosophies and approaches to solve situations that arise each day. Our job as leaders is to provide the training and tools our teams need to be successful. I worked with Gerry Blonder who told me once, “there is a budget for everything, but not for employee’s.” He meant it too!

Elevate your teams knowledge base!

What I find to be a somewhat irresponsible way of thinking is your teams don’t need more knowledge. Of course they do! Empower and engage your teams to understand the why’s in what they do. Give teams the knowledge to accomplish all that is being asked of them to do. If you don’t, it’s a disservice to your teams and organization.

As a consultant, I train team members in various areas of property management. The best way to stay on track is through training. It was surprising when asked not to provide a specific team with the training because they didn’t have the time. I still have trouble understanding why you wouldn’t want your teams to increase their knowledge. Your teams are what make (or break) your organization. The company itself isn’t as important as the people who choose to work there. People do have a choice, they’ll go where they feel they are important, valued, and supported.

Support your teams and they’ll support your organization’s goals.

“A leaders job is not to do the work for others, it’s to help others figure out how to do it themselves, to get things done, and to succeed beyond what they thought was possible.”

Simon Sinek

Support your teams!

You got where you are today because you had people giving you the training, support and encouragement you needed. Now, it’s time for you to do the same for your teams.

If your teams are not performing where they should, what tools and support have you given them to be successful? What resources have you made available to them so they can elevate their knowledge base? What tips or suggestions have you shared with them so they are successful?

I think in the busyness of our days, we forget to support the people we rely and count on. Those team members who keep things moving forward and in the right direction. I’ve learned over the years you should explain the “why” we do what we do. Don’t just tell them what to do. Empower and engage your teams. When that happens, they become more proactive, more accountable, and more resourceful. Just because you’ve moved up the ladder doesn’t give you a pass on supporting and training your teams. If anything, it should be your main focus.

The company succeeds because the people handling the day to day operations succeed. Put your efforts into your teams and they’ll take care of your company (not vice versa).

Maybe it’s time to try something new in managing your teams. Instead of using all their time, give them some of yours. Just an observation and opinion.

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