Fostering a High Performance Through Workplace Culture


Having the right workplace culture can make all the difference, in regards to your company’s success. As a company executive, you’ve probably wondered about the things you can do to boost the productivity and performance of your organization. While nothing can change how your employees feel about their duties and responsibilities or who they work for, organizational culture can boost engagement levels and improve the day-to-day experience of your employees.

Culture is defined as the collective mind and heart of an organization. There are a lot of things that affect the attitudes of your employees about their duties and responsibilities and who they work for. When most managers conduct culture assessments, they find that most mechanisms, activities, and processes connected to the experience of employees affect their attitude toward their work and organization. The biggest influence on the experience of an employee is their managers.

 How managers can create the right workplace culture to foster high performance

1. Create meaningful values and communicate them

Organizational values are not philosophical principles. Values help in guiding employees on how they should interact with customers, the community, and with each other. Your organization should have no more than five values to make it easier for employees to understand and remember what’s important to the organization.

Leaders should communicate the values and the expected behavior linked to each value. This will help employees to know what’s expected of them thus reducing uncertainty and ensuring that everyone’s behavior is aligned with the values of the organization. The best way for managers to communicate values to their employees is by setting a good example. Values do not just apply to frontline staff but the entire organization including senior management. For organizational values to have meaning, leaders should adhere to them every day.

2. Proper selection is key

Most of the time, managers rush to fill a vacant position in the organization without asking the right questions. And this leads to poor hiring decisions. Most managers look at the experience of a candidate to determine their employability. But according to essay reviews, successful leaders, on the other hand, look at how well the individual will work with others. It’s important to ensure that the candidate fits with the values and culture of the organization.

Human resource managers should consider using questions that have


been tailored around the core values of the organization to know their candidates and make the right hiring decision. Another great way to conduct proper selection is by using a behavioral-interview approach. This method ensures that candidates engage in an activity during the interview process. This activity will help in pushing candidates out of their comfort zone and provide an opportunity to assess behaviors instead of asking a lot of questions.

3. Enhance the onboarding and orientation process

Research studies have shown that close to thirty percent of new hires quit within the first three months of working. To prevent this from happening to you, you should ensure that new hires receive an engaging and effective orientation during the first few days on the job together with an excellent onboarding process. It is important to set up success for new hires during this period to ensure that they feel connected to their team, job, and organization.

You can do this by establishing the right priorities from the first day. Ensure that all employees are happy and feel welcomed from the first day. By creating an organized training program and testing the comprehension of new hires, you will reduce turnover and boost the productivity and performance of your organization.

4. Communicate with all employees

The one thing that leads to poor engagement levels, low productivity, and an increased turnover rate in most organizations, according to a pro essay writer, is poor communication. Most managers are usually surprised when employees or teams report that there is ineffective communication because they think they communicate with their employees regularly. The key issue is not the quantity but the quality of communication transmitted within an organization.

Business leaders can improve communication in the organization by keeping their words short and simple, using their tone and body language effectively, and communicating in a timely fashion. Using the right channels to communicate and reinforce a message is also important. Keep in mind that communication is a two-way process. Checking on your employees regularly to ensure that they understood your message is important.small business coach

5. Recognize your employees

Recognition is a great way to reinforce good habits, make employees feel appreciated, boost engagement and retain the best talent. However, most employees don’t feel appreciated in the workplace. A research study found that 63 percent of employees don’t feel like they get praised enough in the workplace. Every employee learns and processes information differently. Therefore, managers should ensure that they recognize their employees effectively.

Managers should use different methods to recognize their employees. And they should be based around writing, saying, or doing something. The best ways to recognize your employees include writing thank you cards or emails, mentioning their achievements in meetings, or coming up with a fun recognition program. Employees are different. Therefore, recognition should be tailored to meet the needs of every person.

6. Coach your employees

Informal feedback is one of the best ways to help your employees understand how their behaviors measure up to your expectations. Research studies have shown that 32 percent of employees wait for at least three months to get feedback from their managers. This makes it harder for employees to measure their performance and link it to the expected results. Informal feedback can be effective by ensuring that it is timely, fair, and balanced. You should explain why specific behaviors are important and include a gesture of appreciation.

7. Show employees that you care about the workplace culture

Showing your employees that you care about them individually and you’ll do whatever it takes to improve the culture of your organization. You can do this by listening to their needs and supporting them as much as you can. As you listen, make sure that you listen attentively and try to understand the perspective of your employees.

Conclusion on Workplace Culture

Successful leaders are always on the lookout for areas that need adjustments or improvements. While workplace culture is complex, the tips that we’ve shared here will help you foster high performance in the organization.

Author Bio:

Leon Collier is a blogger and academic writer from the UK. He likes trying new subjects and is always focused on proving his worth as a writer in new and challenging writing areas. His hobbies are reading books and playing tabletop games with his friends. You can reach him via Twitter @LeonCollier12.small business coach

Starting Your Own Business While Studying at College

Starting Your Own Business

Starting a Business While in College

While starting your own business in college may tempt students to discontinue their studies, it is a good idea if one has a good plan and is focused. There have been many cases of students incorporating companies and expanding them while in college and beyond.

If you are passionate about something like writing, think of how to convert it into a profitable venture. For example, you could be a college paper writer. Use the skills and knowledge you have to start a business and focus on achieving long-term goals and being successful.

College resource availability


Colleges and universities offer free consultations and have internet access to enhance business research. The college professors often like being involved in meeting rooms, student startups, and other resources, some of which can be quite expensive outside campus.

It is easier to consult professors or your fellow students and gather insights into generating a business idea or how to develop a website. The college may form part of the first market for your products.

After creating a website with the help of your colleagues or professors, start creating content to attract your online audience. You can also find resources on how to improve website content to get more leads and boost profitability.

Gain professional skills when starting your own business

Starting a business while in college is a perfect way to gain professional skills that are needed in the marketplace. It can improve your skills in time management, professional communication, teamwork and collaboration, creativity, and problem-solving.

Starting a business is a way to prove that you possess the above professional skills and are ready to learn more. Some organizations are looking to hire graduates with an entrepreneurial mindset, so acquiring skills early could be a ticket to landing a good job. They prefer people who can contribute to value addition and make a difference.

Ask for help with studying

After you start your own business while in college, think of how to create time for it and continue studying and doing assignments. Maybe you have done the research and are not sure of how to go about citation using Turabian The good news is that Turabian citation generator 9th edition by Edubirdie has the tips needed to cite research sources. The citation generator will simplify the writing process so that you have more time to continue running a business in college.

college student

Practicing what you learn when starting your own business

Practicing is one of the best ways to learn and you can achieve this through a college startup. Launching a business related to the course you are taking in college can make the curriculum more interesting and valuable.

For instance, a computer studies course may help you to create a software solution for your business. Similarly, a marketing course could help you to understand the marketing dynamics, product design, and development.

Low-risk exposure

Starting a business in college comes with high rewards and minimal risk because it involves a low initial capital outlay. You are committed to your studies and therefore, if anything goes wrong, it will be easier to try something else or continue studying.

However, this does not mean that you should start the business casually or as a by the way. College time is short and it is important to manage time effectively by researching a business idea thoroughly before launching it.

Starting small guarantees minimal exposure to operational and financial risks that are common in larger establishments. It may take some time to pursue activities such as IT systems, supply chain, and recruitment that could expose your business to operational risks. Similarly, it may be difficult to incur debts that could expose your business to financial risk.


Benefit from professional network as you’re starting your own business

Launching a business while at college provides an opportunity to use professional networks from within the institution and beyond. The professional networks include partners who can provide complementary skills for your business project.

Some professionals know about website development, marketing strategies, or product design. You can also advertise your products or services around campus and through the college social networks.

If you are looking for a space for your initiative, the careers service or your department could be resourceful. Get into professional networking events or college alumni organizations to take advantage of any support that can grow your business.


Starting your own business at college is a good idea because resources are available and it will help you to gain professional skills. It also provides opportunities for practical application of skills while reducing business risk and offering a professional network. Take time to identify a good business idea based on your passion, launch your business while in college, and be as committed as possible.

Author’s Bio:

Jeremy Raynolds works as a team leader in a large publishing company and he handles a team of experienced writers and editors who work on academic papers. He’s himself a popular essay writer and has helped numerous students do their school and college writing work. His free time is for writing poems, watching classic movies and reading sci-fi novels.

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Why Are Your Best Employees Leaving and How to Stop It?

Employees Leaving

Description: A high employee turnover rate is always bad for a company. Therefore, it’s your job to understand employees leaving and how to stop them from doing so. Learn more in our comprehensive article that we’ve put together for you!

Employee turnover is expensive for any business, whether it sells clothes or cleans up space junk. It’s estimated that replacing an employee can cost roughly $40,000, including advertising, recruitment, training time, and the lost productivity in the middle. We also know that if the best employees are leaving, the negativity surrounding the process can damage the company as well.

Based on studies, almost one-third of employees plan to leave their companies within 12 months. There are a lot of factors that lead to increased employee turnover. In this article, we will look at why employees leave and some solutions to reduce employee turnover rates.

Why Are Employees Leaving?

Some subtle and emotional factors that play essential roles in employees deciding to pack up and leave include the following.

  1. Lack Of Appreciation

One of the main reasons why employees leave is because they feel undervalued and underappreciated. It has been found that approximately 66% of employees leave if they do not feel valued. This number is even higher for younger staff; studies show that almost 8 out of 10 millennials would instead look for new opportunities if they feel unappreciated by their leaders or colleagues.

Companies that have taken a strategic approach towards recognizing their employees have seen a vast improvement in staff retention. There is a link between recognition and a low turnover rate.

  1. Lack Of Flexible Work Options

Most companies have now started offering some degree of flexibility to retain the best talent as part of the core employee offering, with options ranging from remote working to compressed hours. More than half of the organizations today have seen employees leave because of a lack of flexibility. Flexibility is a perk that all age groups appreciate. Less than 10% of employees would choose the office as the preferred destination to get essential tasks done.

  1. Poor Mental Health

For some time, the impact of poor mental health on a staff member’s performance and the economy has been studied. Based on employee turnover statistics, it has been found that UK companies face a loss of approximately £42 billion every year – out of which £8 billion loss is caused by leaving because of mental health issues.

It can be said that 3 out of 5 employees leave their organizations due to mental health challenges, which is one of the most important reasons for quitting. Poor mental health is an issue that is seen irrespective of gender or age. Based on the survey, many people quit their jobs because of mental health, with long work hours as the primary factor.

  1. Relationship With The Employer/Management

Additional research has shown that most people quit their jobs because of the boss, not the company. Leaving a bad manager is one of the most common reasons why employees quit, with 75% of ex-workers doing so because of their boss, not the job or company itself.

The relationship with the direct manager is vital for several success factors for the employee, like engagement, morale, and productivity. For whatever reason, if there is a breakdown in this relationship, it can lead to job dissatisfaction, anxiety, and mistrust. According to statistics, it has been found that almost 79% of employees leave a company due to bad leadership; in fact, most of these employees have stated that they would return back to their old jobs if the boss/manager was replaced.

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  1. Lack Of Career Growth

Based on studies, it has been concluded that lack of career development and growth is another common reason why staff members leave their jobs. Most quit because they do not get the opportunity to better their performance or learn new skills, even though most companies provided career development tools. Sadly, only a few believed that these tools were working.

More than 40% of the departing employees cited lack of future career development as a deciding factor for leaving the job. Out of these, 28% were actively looking for new employment while the rest were waiting for these opportunities if they came their way.

How Do You Avoid Employees Leaving?

Here are some things that you can do if you want to learn how to prevent employees leaving:

  1. Always Be Generous With The Paychecks

There is only so far you can go with underpaying your staff members. If you continue to do so, they will start nurturing a grudge against you and will readily take up a job when offered by your competitors. Just because you want to save some money, you will lose a valuable member of your team. Hence, it is advised that you hire the best people for your job and pay them as much as you can for the responsibility.

Interestingly, statistics have shown that employees often get a new offer from competition brands during the first year of joining your company.

  1. Introduce Smooth And Transparent Communication

One of the best ways to reduce employee turnover is to run regular feedback sessions with your employees. This way, you can prevent a valuable employee from leaving because you will understand the challenges and difficulties they face. For instance, your staff member might be feeling undervalued, or it has been a long time since he or she has been promoted or on vacation.

If you understand what problems they are facing, you should make an effort to address these issues. Even if you cannot do so, it is suggested that you take the help of others in your team. It is always better to talk about a situation before they become unmanageable and/or critical.

  1. Set Ambitious Goals For Star Employees

Most people have no idea what they are looking for. It means that you should always talk with your subordinates and try to understand their plans and ambitions for the future. Then, ensure that you include these plans in their work. This will help you prevent employees leaving.

You need to become a mentor and help your employees grow professionally. Your employees should be handed ambitious goals and complex tasks; additionally, make sure that you support them to get the task done without being afraid of possible problems.

Another thing you can do is offer relocation opportunities that can help them gain knowledge and skills required to progress in their chosen career path. To ensure a smooth move for your employees, you can partner with an experienced relocation company like ARC Relocation that can provide tailor-made assistance to employees including sorting important documents, finding accommodation and more.

  1. Build Strong Connections to Avoid Employees Leaving

If you want your team to be successful, everyone needs to help and trust one another. This becomes impossible if there is no ‘friendship’ between peers. As a leader, your task is to foster internal employee relationships via various team-building activities.

You should always mind your attitude when you are working with your employees. Always be close to them and understand if they are facing any troubles; try to solve their internal conflicts. Ensure that there is a positive atmosphere within your office.

  1. Reward Good Work

It’s one of the best strategies to reduce employee turnover. Rewarding for a task done well will encourage healthy competition and bring unity to your team. Additionally, it will also demonstrate to the workers how vital they are for the company.

You should remember that money is not the only type of incentive. You can also provide your hires leaves for a couple of days or attend a conference or workshop in different cities. Any type of reward will be well-received.

  1. Address False Hopes to Avoid Employees Leaving

One very effective high employee turnover solution is to address false hopes. When there is minimum openness, it will eventually stir distrust; this will harm productivity. Therefore, it is advised that you do not hide the development of your company from your employees.

For instance, let’s consider that you value a specific employee but cannot give him a raise or promotion for now. In such a case, you must convey the message and the reason why you cannot do so. It will prevent your employees from developing high hopes and eventually the feelings of resentment when these hopes are not met.

  1. Just Let It Go

Of course, there is nothing you can do if your employee wants to leave. You should learn to let go and not have any resentment towards the now ex-worker in such cases. At this point, all you can do is try to maintain a healthy employee turnover rate by getting in new employees and ensuring that they stay for at least a year.

ideal entrepreneur

Final Thoughts on Employees Leaving

As mentioned above, the costs of employee turnover are incredibly high. Therefore, HR managers and bosses need to understand the underlying reasons why employees leave. Only with the help of these facts can you make the required changes to prevent a high employee turnover rate.

What’s your take on this? Let us know in the comments!

Author’s Bio:

Emily Moore is an English & programming teacher with a passion for space and blogging. She believes that current exploration should be focused on preserving our planet’s resources. With satellites circling the orbit, it is easier to get relevant data on any environmental changes. This, in turn, should help people quickly address any challenges.


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5 Ways a Company Can Accumulate Student Interns

student interns

5 Ways a Company Can Attract Student Interns To The Workplace

Are you using student interns in your business? Are you in charge of recruitment at a firm in need of extra hands to get things moving? Have you considered that students eager to learn may be an ideal resource for your company? And the best part is that the outstanding ones can end up staying with you after graduation.

Internship programs are potent recruitment tools that you can use anytime you want to help your company grow. Whether you are running a college essay writing service or own an FMCG business, you can benefit from learning how to create an internship program. But how exactly can you accommodate students as interns in your company? Keep reading to find out strategies for leveraging internship opportunities and growing your business.

1.    Offer paid internship programs

It doesn’t take a genius to know that students prefer getting paid while learning rather than interning for free. Although you can employ interns without paying them, there are strict conditions. And running an unpaid internship program will restrict your interns from taking on specific roles and working for more than a given number of hours weekly.

Paying interns motivates them to demonstrate their best at work. They will also be more likely to tell other students about your program, giving you free publicity. Thus, we strongly recommend paying interns or providing additional facilities to help them meet their intern goals. Offer them networking opportunities, transportation and excellent recommendation letters to make their internship experience smoother.

student interns

2.    Run virtual internships

When you put out an internship advert, you can expect students from all over the country to pick interest in it. But if it’s a location-based internship, some candidates may refuse due to distance barriers. So in an age where we are smoothly transitioning to virtual living, it comes as no surprise that companies now have virtual internships.

Virtual interns can work from anywhere — home, school, even other countries. This flexibility gives you access to more interns than could have physically fit in your office. It will also ensure that bright students living far away can apply to work with you. And if your company can’t afford to pay interns, global virtual internships may be an alternative. You can hold such internships and have students work up to 10 hours every week unpaid.

3.    Position to qualify for credit internships

To entice potential interns, consider targeting students looking for extra credits. Some schools reach agreements with their students to give them college credits based on their internship. Clerical or mechanical roles may not qualify for this kind of internship, so if you want to attract more students, tweak your model to suit their needs.

Study the curricula of students in your industry and create a program strongly related to it. Companies qualify for credit internships based on how related their programs are to students’ academic disciplines. The schools often task their students to defend what they learned during their training, write an intern essay, fill a logbook, etc. When you combine the prospects of a paid internship and college credits, you can see why students will love to work in your company.

4.    Host your internship in the summer

Timing can make a lot of difference in how many students you can absorb into your company. Internship programs can run throughout the year in line with academic windows, but we recommend targeting summer periods. Students are less occupied during the summer and are available to work for longer. Running summer internships will pay off as you will have more hands on deck to get things done around the workplace. The key is to post adverts for your internship opening as early as possible so that more students see it and plan accordingly.

5.    Ensure student interns do meaningful work

As much as students want to earn, they crave meaningful work. The interns wish to learn, sharpen their skills and pick up new ones relevant to their industry. Students will generally avoid internship programs that their predecessors have complained about after being used for menial tasks that added little value to them. When you take interns, ask them this crucial question: “What do you hope to gain from this experience?” Knowing your interns’ expectations will help you put them in departments that they are best suited for. This step will also let you know whether their expectations are in line with your company’s core values.

Wrapping Up

Properly planned internship programs benefit both employers and student interns. But to attract suitable candidates to work with you, you must understand their needs and create an enabling environment for them to work, learn and earn. Following these five strategies will help you absorb as many interns as your company needs to thrive.

Author’s Bio

Amanda Dudley

Amanda Dudley is a lecturer and writer with over ten years of experience. In 2001, she obtained a Ph.D. in History from Stanford University and ever since then, she has pursued a fulfilling career in the education system. Currently, she works as a part-time essay writer at EssayUSA, a reputable essay writing service.




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Team Meetings


Team Meetings are an essential part of the business environment, as well as the healthy functioning of teams. But to be helpful, they have to be done well. When done effectively, team meetings can propel the company as a whole on the path of progress. But when overlooked, it can hinder growth and foster stagnation.


So, how can you run an effective team meeting? Let’s find out.

Why Have Team Meetings?

So, what is the deal with team meetings? Do I need a team meeting? What are the benefits of having team meetings?

There may persons who wish team meetings could just be erased, and I hear you. But then, the benefits of these team meetings are significant and can enhance the team’s overall productivity. Here are a few benefits of having regular team meetings.

  •         To provide information

Whenever there is information to be disseminated to all team members, the team meeting is the perfect venue. Major points can be explained and emphasized without having to repeat the same thing to all members individually.

  •         To give room for feedback and Ideas

While the information may be a one-sided flow of intelligence /instruction from hierarchy to subordinates, feedback is the medium of reverse flow from subordinates to hierarchy. Feedback encompasses the team members’ reactions and performances for improvement. Team members, via team meetings, can express their challenges and opinions for the team’s betterment.

  •         To strengthen a team

Getting together as a team in a team meeting instills that sense of commitment, unity, and togetherness, as team members get to interact with each other.

  •         To enhance team collaboration

Team meetings create that avenue for team members to share information and collaborate actively to better the team.

meeting colorful

Types of team meetings you need to know

There are various types of team meetings, each defined by some general considerations discussed later.

Onboarding Team Meetings

An onboarding meeting is a team meeting specifically designed to get team members on board with the team.  These onboarding meetings are particularly suitable when new team members are hired.

When there is a recruit to the team, there needs to be that avenue to educate that individual(s) on the team’s general workings and their specific role. The onboarding avenue allows for training and orientation of new team members. These meetings help expose the organization’s structure, current and upcoming projects, and the newbie’s role in the team’s duties.

And the benefits don’t end there. These onboard meetings also help jumpstart the newbie’s relationship with management and other company arms as a whole.

Depending on the specific situation, there may be a need for more than one onboarding meeting. Here are a few meetings that can help new hires settle into their new role.

  •         1-on-1s: A one-on-one meeting with an existing key member of the team will go a long day to settling in a recruit, especially when done on the first day and with someone the recruit will be working with, like a direct manager or team leader.
  •         Meet the team: an introductory team meeting is necessary for recruits to meet the team within a few days of working. Such a meeting doesn’t have to be as formal as most meetings, as even a lunch or coffee meeting will do the trick.
  •         Tools training: If the team member will be working with tools, systems, software, etc., it is essential to schedule specific training to cover this.
  •         HR, Operations, and Facilities: The logistical side of operations is essential for team members, and as soon as possible, expose these newbies to such aspects as human resources, operations, and operation facilities.

Brainstorming Team Meetings

Ideas are the fuel to every successful business, and it is vital to keep a fresh influx of ideas. To do this, brainstorming team meetings are necessary.

Brainstorming team meetings aim to generate many ideas in so little time without critically examining and judging the ideas right then. The key to a successful brainstorming meeting is to focus on the plethora of ideas and not necessarily their feasibility. After brainstorming, you can carefully examine and choose feasible ideas to implement for the business’s growth.

Kick-off Team meetings

team meeting flip chartWhenever there are innovations or projects for a company, there needs to be an avenue to educate team members duly. The kick-off meeting is that avenue to fill team members in on the plan.

When adequately executed, team members become conscious of the long-term objectives of the project/initiative and can more effectively fit themselves in. This type of team meeting reveals the part each team member will play in the realization of the end project, and they can, by this knowledge, buy into the initiative. The enthusiasm of team members dramatically determines the project’s overall success, and that hinges on the success of kick-off team meetings.

Feedback and retrospective Team Meetings

As kick-off meetings are essential for initiating new projects, there needs to be evaluation and transfer of experience among team members. This is where feedback and retrospective team meetings come into play.

Seeing that no project ever executes perfectly, retrospective meetings are important because they present the opportunity for team members to exchange their experiences, highlighting what went well and what didn’t like the project wraps. These lessons and experiences go a long way to foster improvements for future projects.

Budget and financial meetings

When it comes to money, communication issues can spur quickly, and there needs to be a forum dedicated to examining financial issues.

Tension quickly springs up around finances, and financial team meetings are essential for addressing any concerns. After having decided what is to be done in other team meeting types, there needs to be a conclusion on who’d pay/get paid to do it and the costs of achieving it.

For adequate budget and financial team meetings, some central questions have to be answered clearly:

  •         How much money will be spent?
  •         What exactly is the money being spent on?
  •         What kind of return should be expected on the investment?

Having everyone up to speed on necessary financial matters will help curb any future tensions or conflicts and provide better accountability, transparency, and financial management on the team.

Consideration for Setting up Team Meetings

The previously discussed types of team meetings are defined by some general considerations like frequency of meetings, the composition of meetings, motivation, and decision process


The frequency defines the number of team meetings held in a defined period. The frequency of team meetings could be daily, weekly, or monthly. There are also irregular, ad hoc, quarterly, and annual meetings.

  •         When team members are all assigned to a joint project, the daily team meeting works have to work together towards a common objective and need to arrive at decisions informally by unanimous agreement before progress is made.
  •         The weekly, monthly, or quarterly team meeting applies when team members work on different but parallel projects. There is some degree of competition among projects, and decisions are likely to be arrived at by the chairperson.
  •         The irregular, ad-hoc, or “special project” team meeting can be constituted when people, who usually do not come in contact with each other or do generally not constitute the same daily working team, are united by a desire to realize the success of a project for which they are united. Team members usually have an active role in decision-making.


Composition considers whether or not team members usually work together on the same project, as teachers in the same school department, or they have parallel tasks like plant managers and regional sales managers of a company. Are they strangers to one another united by the meeting, or do they regularly cross paths?


Are team members cemented by a common goal in their work, like football players on a team, or do they have some competitive elements like research units in a company?

Decision process

How are decisions ultimately arrived at in team meetings? Is it by a majority vote, consensus, or decision-making in the chairperson’s charge after considering the facts, opinions, and discussions?

Types of team meetings to avoid

After exploring various types of team meetings expedient for efficiency in the team’s functioning, some team meeting types should be avoided as they have no benefit to team members’ productivity.

Status update meetings

While status updates are essential in the team’s overall functioning, Tools like e-mails, pagers, and even phone calls can suffice to give a status update. More digital channels for status updates are recommended and better suited for team health and efficiency.

Agenda-less Meetings

Organizing meetings without a plan or clearly defines objectives is an excellent way to waste time and company resources.

An effective team meeting should have a clearly defines objective and expected outcomes from the team meeting.

Too many meetings?

Meetings are good, but bouncing from one meeting to another without productive outcomes is wasteful and completely unnecessary. Meetings do not necessarily need to be too frequent to enhance team efficiency.

Follow the right modus operandi in setting up team meetings and follow through on discussions and resolutions, and only consider another team meeting when the situation indeed calls for one.

15 Strategies to Effectively Run a Team Meeting

Before the Meeting

1. Define team meeting objective(s)

Team meetings can have a range of objectives, like providing information, updates, teeing input from others, or address problems or challenges.

You shouldn’t just hold a team meeting on the assumption that team members would understand the reason for the meeting. No! It would help if you had a well-stated and well-communicated objective – the intended outcome of the meeting.

2. Develop a clear agenda for the team meeting

Once the meeting objective is clearly articulated to team members, then a meeting agenda should be developed. The agenda should reflect the key talking points for the meeting and communicated them to team members before the meeting commences. Having foreknowledge of what will be done in the meeting prepares the team members for the meeting. It helps in time management as discussions will be confined to stipulated objectives as in the agenda.

3. Link the agenda with the team mission

It is pretty easy for team meetings to stray from the mission and vision of the company. The company vision and mission define all business’s key objectives and must be reflected in team meetings and fed into team meeting agendas.

Team meetings should mission-related discussions to keep team members abreast of their role in the company’s growth. Remember, team meetings aren’t just for handling reports, motions and deadlines.

4. Determine the suitable medium for the team meeting

Is the meeting going to be an in-person meeting, or is it going to be a virtual meeting? The decision has to be made based on the objectives of the meeting and team members’ communication. The medium chosen will define the type of preparations needed for the meeting.

5. Be prepared

To have an effective team meeting, take time to make the necessary preparations for anything that may be needed during the meeting in advance. Meetings may require stationery like paper, pens, and some other tools depending on the purpose of the meetings, like financial records, bank statements, laptops, etc. As such, careful planning and preparation should be done, such that the time for the meeting isn’t mismanaged and reallocated to assembling needing materials, which should have been done earlier.

And it isn’t limited to just stationary. Who is going to chair the meeting? Who will act as the secretary of the meeting, taking down relevant minutes and resolutions from the meeting? These should be decided, and the relevant individuals communicated to avoid last-minute appointments that can significantly hamper team meetings’ productivity.

team meeting laptop

During the Meeting

1.  Connect with everyone in the meeting

The purpose of meetings is to have face-to-face discussions and not to share information. What happens many times with team meetings is, the team meeting starts with the distribution of some data, and while talking is ongoing, team members have their heads tilted to the paper, losing connection with what is being discussed.

Preferably, share the needed information before the meetings, such that team members are well informed and can freely participate in team meeting discussions.

Team meetings are meant to establish a connection among team members, and everyone in the meeting should have that connection. This will keep everyone mentally on edge brainstorming and the same page.

2.  Let some fun into team meetings

To most persons, the words meeting and fun cant possibly appear in the same sentence. But you can bring in about of fun to team meetings. This extra bit of excitement can go a long way to ease tensions in a meeting, relieve fatigue, and spark team members’ creativity.

You could introduce some games to team meetings. Yes, you read that right! Games like trading cards, brain-writing, the anti-problem, etc., can really liven a team meeting. And it doesn’t end there. You could also introduce story-telling in a team meeting as you ask someone to tell a success story. You could even use team meetings for seasonal awards to team members. These fun ideas can bring life to a monotonous meeting.

Fun in meetings can create team members’ enthusiasm about team meetings as they’d always look forward to participating in them.

3.  Encourage Participation of Team Members

Sometimes, team members fail to participate in team meetings because they are oblivious f the objectives of the meeting or the procession of activities in the meeting. As such, it is imperative to have a relevant and well-communicated team meeting objective and agenda. This will encourage team members to participate in team meetings, sharing their opinions, and actively participating in decision-making processes.

In team meetings, be sure to give every member a chance to lead a discussion and present their ideas and viewpoints. When team members feel the push to participate, their excitement towards meetings will be shot up, and they will actively partake in discussions and decisions.

Be it in giving ideas or posing questions, all group members should contribute to group meeting discussions. Some easy ways to get input from team members in a group meeting include:

  •         Regularly prompt, especially those who haven’t spoken up yet, asking for their input during team meetings.
  •         Engaging team members in brainstorming exercises to trigger and encourage idea synthesis.
  •         Delegating follow-up responsibilities from the meeting to team members, requiring them to present reports and findings in subsequent meetings.

4. Differentiate Fact from Opinion

As much as opinions and contributions should be welcomed from team members in a team meeting, there should also be references from facts. There should be data included in team discussions towards growth and progress. The team can’t rely on guesswork or conjecture.

There should be an analysis of data, trends, reports, etc., to guide the team towards practical discussions and action. A presentation of analyzed data on team productivity measured by, for example, team members’ punctuality can be done before discussions emerge based on the presented data. This will ensure discussions and deductions are fact-based and logical.

5. Periodically Recap Objectives

With team meetings, it is pretty commonplace for discussions to stray from meeting objectives and agenda. Tomeeting’she meeting’s objectives aren’t forgotten; it is crucial to recap the agenda and objectives as the meeting unfolds regularly.

Also, regular recaps of conclusions and agenda items will help keep discussions focused, thus keeping time-waste and off-topic discussions minimum.


At the End of the Meeting

1. Make the meeting actionable

After having discussed strategies and ideas for progress, what comes next? How do you know members remember what was discussed and are taking steps towards implementation?

At the end of the meeting, you can ask each team member to present their individual goals based on the discussions and conclusions arrived at in the team meeting. This will serve as a recap of discussions and ensure the retention of information by participants. The meeting should end in a way that pushes for action on the part of team members.

2. Make Decisions

Though it may have deliberations and significant contentions, an effective team meeting should always have a clear-cut decision and conclusion. You shouldn’t just dance around issues and end the meeting without drawing conclusions and making a decision agreement. This could even be in the form of agreeing to adjourn the proceeding discussions to a later date.  Making decisions ensure the team doesn’t stagnate in a deadlock situation. Always ensure the meeting ends with a decision.

3. Define the way forward

At the end of the meeting, communicate a summary of proceedings from the meeting and the way forward and next steps with the individuals responsible for those steps. Also, communicate what has to be done, when it has to be done, who has to do it, and how it contributes to the project at hand.

4. Ensure Efficient Follow Up of Decisions

For a team meeting to be deemed effective, there needs to be a follow-up of proceedings from the meeting to ensure no vital information from the meeting is lost. Members are fully aware of all conclusions arrived at in the meeting. This can be done via e-mail or in subsequent team meeting discussions.

Also, there should be specifications as to who will handle what deliverables from a team meeting. A decision from a meeting won’t do much good until it is executed, and there should be a strategy implemented to follow up the implementation of decisions.

You should assign tasks to individuals with specific deadlines. This will increase the efficiency of team members while minimizing duplication of efforts.

5. Close on a note of achievement

The ending of a team meeting matters, and it should always end on a note of achievement. Even if the last item on the agenda was inconclusive, you could refer to an earlier resolved item to instill a feeling of achievement and progress to the team meeting participants.

So, there you have it. With these strategies, you can effectively run a team meeting.

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Delegation in Management: Where do you need to be right now? By Jim Sullenger

delegation in management

Delegation in Management

Years ago when I first started in management training I had a great mentor who shepherded me through the basic parts of floor and delegation management  with McDonald’s.

The operations and technical procedures were over-whelming to a “college” boy looking to learn the ropes and make it to big-time management.  The pace and the demands were well beyond my capabilities and the forty-plus crew all knew their jobs far better than I knew mine.

My Business Mentor Patiently Taught Me

Every day my mentor and trainer patiently taught and explained the process and the details of learning how to conduct the orchestra by knowing the basics well, “going deep” with the details and spending time encouraging instead of criticizing.

He Understood the Importance of Management Training

He clearly understood the importance of management training.  The stresses of operating one of the highest volume restaurants in the country were enormous, and the attention to detail was truly impressive.  The leadership part of my job seemed impossible because I was surrounded by incredibly talented and experienced personnel and they would often “run me over” to meet the business demands.

He Began to Pull Back and Allow Me to Operate the Business

Throughout each day my mentor would coach and teach.  Gradually he began to pull back and allow me to operate the business.  It required enormous skill and an incredible ability to anticipate the next steps.

He Moved Me Into Anticipatory Management

My mentor would often sneak up to me in the middle of especially difficult circumstances and quietly ask me; “Where should you be right now?”  It was frustrating because I was wrapped up in my frenzy to achieve, and didn’t want to be provoked into thinking instead of acting.  Patiently, he would ask until I responded correctly, and gradually I learned the key to moving away from personal action, and instead of moving into anticipatory management.

The fact is that this lesson is probably the best delegation in management training I ever received.

In the Middle of the Daily Battle, Where Should You Be Right Now?

When you are listening to your clients, customers, and employees and hearing their frustrations, watching the short term decision making, and observing the lack of planning, please consider the question…..Where should you be right now?

Where Does the Client Need to Be Right Now?

You will often get an exasperated response and it is true that when the Ox is in the ditch, even on Sunday….we need to get it out.  But, we must ask ourselves as we coach, and teach, and encourage…..where does the client need to be right now?  Management training is an important key to leadership development.

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