Run Great Weekly Team Meetings - How to Run Staff Meetings Effectively

06/06/24 • 10 min

Run great weekly team meetings and staff will want to attend, the team meeting will be useful to everyone, and holding the weekly team meeting will actually improve team performance over time compared to not holding them.
I share what I have found works really well for how to run staff meetings effectively. Get better staff meeting ideas and start improving meetings today.

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One-on-One Meeting Booklet (13 pages)
Learn exactly how to run brilliant one-on-one meetings for better relationships, increased development and improved indiviudal performance - all of which helps you improve team performance. Learn more here: https://enhance.training/lm-lp/one-on-one-meeting-agenda-ulp030/
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Running team meetings is not easy. There is so many different ways to run weekly team meetings. Too many managers find themselves the only one really talking during the meeting and staff look bored, looking at their phones or otherwise not really engaged.
Effective meetings are where everyone is clear on the purpose of the meeting, everyone is engaged and participates and at the end of the staff meeting, everyone has actions or next steps to go and do.
Team meetings are super useful in increasing communication, co-ordination, support and teamwork. I view weekly team meetings as part of the core foundation of communication and prioritisation needed to improve team performance over time.
How to have a great staff meeting starts with communicating what the meeting will achieve, and what is expected from everyone who attends. Running effective meetings is also about who attends. If they are not going to participate, they don’t need to be in the meeting.
Aim to keep weekly staff meetings short. You have them each week so wasting time is a no no. Create a clear agenda and circulate prior to having the meeting – a key practice in how to run a team meeting effectively.
Effective meeting management should make the meeting about creating actions and improvements in the work the team does. Ensure that each meeting attendee leaves with an action.
The first agenda item sharing results achieved since the previous weekly meeting. Next, set goals to achieve for the next weekly team meeting. Third share challenges and organise help and lastly, celebrate wins and successes.
I go into detail on how to use each agenda item so you know how to run team meetings effectively. Make the weekly team meeting as useful as possible to everyone attending!
If you have any questions on “Run Great Weekly Team Meetings - How to Run Staff Meetings Effectively”, please email me at [email protected] and I will get back to you.
Jess Coles

Enhance.training

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Enhance.training

Previous Episode

How to Set OKRs With Your Team and Deliver the Right Goals Quicker

How to set OKRs with your team and use them to deliver the right goals quicker and better will make you and your team a lot more successful. Using the OKRs or Objectives and Key Results system helps prioritisation, creates a focus on results rather than activity and aligns everyone’s efforts to deliver the right goals.
I share 6 steps for how to set OKRs with your team and achieve the right goals.
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What are OKRs in business? The OKR system is an approach to goal setting that creates visibility, goal alignment and help improve team performance. The objective is the what you want to accomplish. The key results part is 1-5 projects or initiatives that talk to HOW we achieve that objective. That is the OKR basics or OKRs explained.
To set OKRs, the first step is to understand the wider business goals (or your business unit or functional goals). Alignment of goals means everyone is moving and working in the same direction. This is very important to maximise effort towards achieving common goals and in performance management.
Then you can set team OKRs. How to set OKRs for your team starts with considering how your team can best contribute to achieving the wider goals and what areas of responsibility and activity your team covers. I have included OKR examples in the podcast.
Once you have chosen your objectives, you should work with the team to set the key results via a small number of projects. These need to be specific, realistic and the results to be achieved very clear.
Assign who is doing what, starting with the leader of each project. Don’t spread your team too thin otherwise you will not achieve your goals. Focus of effort is really important.
Goals are great but without constant attention, they are quickly forgotten. Create visibility of the OKRs. Keep referring to them, tracking them, talking about progress. Don’t forget to praise great results.
Finally, constantly follow-up with your team and provide help, support and coaching to ensure they achieve the results desired as quickly and painlessly as possible. This is a vital step that too many managers spend too little time on. Work alongside your team to deliver the best results you can as a group!
If you have any questions on “How to Set OKRs With Your Team and Deliver the Right Goals Quicker”, please email me at [email protected] and I will get back to you.
Jess Coles

Enhance.training

Next Episode

How to Manage Incompetent Employees – 4 Essential Steps to Take Today

How you manage incompetent employees is essential to improving team performance and reducing the time, effort and hassle you experience in dealing with poor employees.
Use these 4 steps to be fair to yourself, your team and your business
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Gain Career Changing Management Expertise

Access over 200 articles, podcasts and videos dedicated to helping you gain people and management expertise to lead any team to their best performance. Get access to downloads, webinars, live workshops, offers and more. Click here to learn more https://enhance.training/management-skills-hub-ulp000/

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You might take over a new team with an incompetent person in it, or a person may become incompetent over time with increasing demands of their role and they fail learn and grow.
There are loads of reasons why you might have incompetent people in your team. Incompetent employees are those who perform noticeably below peers – by 20-30%+
Incompetent team members are, unfortunately, toxic to team performance and career progression as a manager. If you want to do a good job, you can’t ignore incompetent people at work.
Always make the time to ask questions and find out what is behind the incompetence. A surprising amount of the time, the issues causing incompetence are very fixable. This is the quickest way to improving team performance and is a good demonstration of your management skills.
The second step for how to deal with incompetent people is assess the potential. Some people have lot, and some don’t. You manage each differently. I go through the factors you should consider.
The third step in how to deal with incompetent employees is to think about what other jobs in the company could I move this person to in which they could do a good job. For the right type of situations, offer to move the incompetent employee.
Finally, when dealing with difficult people and incompetent people and you run out of other practical and sensible options, take steps to remove the employee from your team.
Take action today. You cannot afford to ignore incompetent people in your team.
If you have any questions on “How to Manage Incompetent Employees – 4 Essential steps to Take Today”, please email me at [email protected] and I will get back to you.
Jess Coles

Enhance.training