Wie können Sie Ihre Mitarbeiter befähigen, mehr zu übernehmen?

Personally, its critical to assess and understand the strengths and weaknesses of your team members. That way, you would know who the right person for each new task is. This is always step 1 for me. Once that has been established, its important to encourage their strengths, work on their weaknesses, communicate the task and expectations clearly, provide an open channel for support/collaboration and eventually allow for autonomy so that they can thrive and succeed in the given task. This opens doors in the future so that they will always be willing to take on more exciting projects/tasks. Its also key to walk the talk by exhibiting our strengths in taking on more projects where possible.

I totally agree with the contributions made- all very insightful! Just to add, that your team / employees need to feel seen, heard and appreciated. Regular feedback, both positive and negative is important, as is regular meetings to understand the person's challenges, goals and expectations. Try to keep your vision, goals and KPIs in alignment with your team to all keep moving forward in the same direction.

In order to effectively use your employees, it is very important to set clear goals and KPIs and agree those with employees. This will help employees to understand what is expected from them. Give them enough power to perform their job to meet those goals and KPIs. You can micromanage less experienced employees or new employees in the beginning. However, going forward, delegate and give them enough power to perform beyond expectations. Celebrate their achievements and give guidance/constructive feedback where improvements are required.

It's important to communicate, as most of time team members are not aware what is expected from them apart from normal business. Communicating top-down will definitely help team head towards set targets rather than at year end discussing what apart from BAU is being done.

Give them decision power and enjoy by seeing them doing right more then you. Give them room to discuss their ideas and suggestion. I am sure it will give you ultimate pleasure.

Empowering employees is a important in today's business environment. You boost productivity, creativity and morale when people feel they can take charge. Setting clear expectations is step one. Let your team know what's needed and give them the room to achieve it. Effective delegation comes next. Assign tasks that stretch their capabilities but are within their skill set. Encourage collaboration. People grow when they learn from others and contribute their skills to team projects. Make room for professional growth. Whether it's through workshops, online courses, or one-on-one coaching, learning opportunities are essential. Finally, keep the lines of communication open. Ask for feedback, take it seriously, and make adjustments.

Rule 1 respect is earned not given when you’re team has respect for you they will drive for excellence, shadow of the leader is a good rule of thumb.

*Provide Clear Goals and Expectations*: Employees are more motivated when they understand what is expected of them . Set clear, achievable goals and regularly communicate progress. 2. **Offer Opportunities for Growth**: Provide training, mentorship programs, and opportunities for employees to develop new skills and advance in their careers. When employees see a path for growth within the organization, they are more likely to be motivated to perform well. *Encourage Autonomy and Ownership*: Allow employees to have a certain level of autonomy in their work and decision-making process. When employees feel trusted and empowered, they are more likely to take ownership of their tasks and perform at a higher level.

When you delegate tasks, it's important to set your team up for success. This means providing them with the resources they need, giving them the authority to make decisions, and avoiding micromanaging. It's also important to establish a clear communication channel so that you can stay updated on their progress.

A great way to delegate effectively is to empower your employees - you achieve this by making clear that whatever you are delegating is within their power to achieve and it's their direct responsibility. While doing it, you also make sure that have the ability and the capacity to do it (in other words, they have the skills and the time), and that they can reach out to you if and when they need extra support. This way, your team will feel able to work independently but also know they can cunt on you if something comes up.

Delegating a work effectively starts from the interview of the person whom you are going to hire for your team. You need to have your requirements clear and hire accordingly. Spend more time in understanding the person and their capabilities. After hiring and deploying, there shouldn't be any constant monitoring of their work. (I know this might sound contradicting to most people, but this is what had worked for me) Test them only after the work is completed, post analysis give them feedback and comments on what need. If you are hiring freshers, do ensure that you have given them proper training and tools to them and follow the same process.

Micromanaging should be deleted if you need to micromanage your team you have failed as a leader, when you give power to your team with clear communication they will drive them selves.

A Leader cannot succeed without delegation. If the tasks and responsibilities are assigned, the leader should transfer ownership of the tasks and responsibilities via delegation and make employee accountable for it.

While delegating its important that you empower each and everyone in the team with tasks as per their strengths, as assigning work to always same individual restricts healthy environment within team and other people feel left out.

One specific way to encourage collaboration is by implementing a buddy system, where team members are paired up to work on projects or tasks together. This not only promotes knowledge sharing and idea exchange but also builds stronger relationships among team members. It allows for skill development and a deeper understanding of each other's strengths, which in turn enhances overall teamwork and collaboration.

Collaboration as well as cross-collaboration is of key importance – whether it is within the team or across teams. This makes team members feel important enough to take on additional responsibilities and up their game within the organisation.

Collaboration and therfor communication is a must! I would say the more the better but I am not a big fan of many meetings because too many collaborative meetings can decrease productivity significantly and it can become an excuse for delivery. But if meetings are well prepared by the host and the attendees, it can also make such a difference to have them! When you have initial meetings you can get these preparations beforehand to asses significance of an attendee for the next meeting. It also creates an opportunity for the host to give the word to the quieter voices during the meeting!

Sometimes a greeting is powerful just the simple hello thank you leaves a great vibe in your team, have an open door policy that your team can come and talk to you anytime and about anything.don’t complicate things make it simple.

To ensure your employees continue to develop is key as this is the way to keep them engaged. Everyone is looking for growth - it's one of our key needs as individuals. To ensure this is the case, encourage open and direct feedback, so that learning opportunities can be easily identified. Also, ensuring that there is access to relevant training is fundamental, as otherwise employees wouldn't feel supported.

In every company a life long learning budget and program needs to be set up by the board and HR department global with a rewards program for all levels white and blue colours employees! In many international companies they promised a lot of training, but the reality is that in the budget FY and P&L reports you don’t find them as these companies aren’t busy with education and long term development which is a lack of sustainable HR management! Let’s invest in our future professional careers and our children’s future….sustainable, healthy and professional within the correct balance between work and private lifestyle!

Have systems in place and ensure goals are communicated, understand what your team wants to developed in and help them in achieving there development plan.

Employees learning and development is very important aspects for the success of any organisation and the team. With the rapidly changing technology, a team cannot succeed or operate effectively if they are not up-to-date with the latest change in the working style and how to apply technology to achieve the maximum benefits. Hence, a training budget should be available in the Company. The relevant training should be agreed and included in the KPIs and goals of the employee. Also, the employee should be given enough time off to focus on the training program and get the maximum benefit out of it.

When giving feedback to employees, it's important to be constructive and positive. Here are a few tips: Start with the positive. Let the employee know what they're doing well, and how their work is contributing to the team. This will help them feel appreciated and motivated to hear your feedback. Be specific. Don't just say "you're doing a good job." Instead, give specific examples of what the employee is doing well. This will help them understand what you're looking for and how they can improve. End on a positive note. Even if you're giving negative feedback, end the conversation on a positive note by acknowledging the employee's strengths and reaffirming your confidence in them.

Clear and direct professional communication is key! There is no way around! Just be open minded, professional and think out of the box!

Don't be that negative leader. Try to assess the good in people. Even if a member is struggling with something, a little positive feedback will get them back on track and will motivate them. We are all different, so know your team, know their strengths, and use that. It can turn a weakness into strength.

The accomplishment should be celebrated. However, in case of lacking, the manager should give constructive feedback to the employee to encourage him/her to improve his work.

Aligning your team member’s passion with your team’s purpose (ours is “co-creating an incredible, individual people experience”) can encourage them to take on additional assignments or tasks outside of their day to day comfort zone. Spend time in your team 1:1s coaching but mostly listening. Encourage, champion and support their goals. Be the leader they need.

A great way to encourage employees to take on more is by identifying their area of genius/ what they are truly passionate about and engaging them in activities that link directly to it. You will not only have an extra pair of hands to help out, but you will also have a happier and more productive team.

Empowerment must be done with the right mindset and intensions. We must be prepared to handle failure with positive reinforcement and make it an opportunity to learn & grow.

Here are some strategies to empower your employees: 1. Clear Communication: Set clear expectations and goals for each employee. 2. Provide Resources and Training: Offer relevant training and resources to your employees. 3. Delegate Authority: Give employees the authority to make decisions within their scope of work. 4. Recognize and Reward: Acknowledge and reward employees' achievements. 5. Provide Feedback: Offer constructive feedback regularly. 6. Promote Collaboration: Encourage collaboration among team members. 7. Risk-Taking and Learning from Failure: Create an environment where taking calculated risks is encouraged.

All the above tips are instrumental in turning a team into a high-performance team. When talking with my reports, I like to connect with them by using my past experiences and real-life situations. For me, this is an easy way to level the terrain between us and break any existing silo, making everyone at ease to use me as a safeguard or a servant leader. Second, a culture where the mindset of "Ask why?" and "failing is ok!" is fundamental for creating the required thrust to explore different paths promoting creativity. Because employees know that there will be no harm to their careers if they take a risk in another direction.

Encourage your employees to soar higher by creating an atmosphere of trust, offering chances to learn and grow, celebrating their successes, and including them in important decisions. Together, you'll achieve greatness!

Encourage employees... Having an open door policy to allow free flow of ideas no matter how small. Some of the good ideas come from the most undervalued human assets. Every employee including the janitors should be encouraged.

Identifying individual strengths and building a team/Family that supports each other to complement and work towards a common goal. Having clarity on the scope, appreciation, and room for feedback. Set the action points to be acted on to achieve personal and organizational objectives. Many would ask why personal? but there is a need to always think of the baseline which is the foundation and the driving force in People Management.

Rewarding at right time is crucial for success. Reward can be in any form or shape, whether a simple email, its in human nature if we receive some words of appreciation- it motivates us to work harder and with accountability as well.