Empower our team

Want to find ways to empower your team? 

Below we’ve written key things which will help achieve this! 

We have developed this list, click on the plus to read the full task…

There are  also lists for leading and inspiring and living by company values.

Describe the job as clearly as possible. Show how important the job is. And check out this great resource to help you create the perfect description.

The best interviews have a good structure. We’ve worked with CIPD to bring you our

STARR Model (Situation, Task, Action, Result, Reflect) to guide the way you ask your questions.

Check out our collab with CIPD on how to get the best possible answers out of the person you’re interviewing plays a big part in how the interview will go.

Create a map of your organisation showing exactly how your teams fit together. Are they talking to each other? Are they duplicating work? What does each team do and how? Then bring them together to see if it’s working and how you can improve.

Discover 11 priceless ways to help your team manage time better in this useful article.

If you want to build a great team, make it diverse! Check out this article and see how diversity can have an impact on your business.

Your team relies on each other to deliver things on time. But are they all good at time management? Offer training or advice to the people who need it and soon you’ll be able to get your teams performing like clockwork.

Yoga is an activity, not a one-off event. It’s the same when you want to keep people working well together and being flexible in their work. You’ve got to keep talking to them to make sure that they still have the tools to work together and that they’re as flexible as you need them.

You want to make new people feel welcome and part of the team, and to understand their role in your organisation. This article has a checklist you can use and edit to create great inductions.

A simple diagram of your team’s relationships (also known as an ‘organogram’) is really useful for new people. And you can use it in workshops to explore roles and responsibilities. You can make it engaging and memorable. How about asking people to write a summary of their roles?

Make sure your new starters don’t feel lost when they join the organisation by giving them a proper introduction.

Here’s an induction checklist we created alongside CIPD to serve as some guidance.

How did you feel on your first day at work? Excited? Terrified? Confused? Get your new people off to a flying start with a welcome pack that gives them what they need to settle in. Try this template for some great ideas.

Grab your team a Donut on Slack and they can jump into a world of informal chats and idea sharing. Donut gets your people talking to each other. It’s perfect for building a sense of community – especially important when you’re going through change or growing.

You want your team talking to each other, but not just to ask where core documents are. Save time by creating one place where your team can keep in touch and easily find all the vital information they need.

Make every meeting count by closing with a quick recap of: What you’ve decided What actions you’re going to take Who’s doing what And when they’re going to do it.

Banish bad meetings by practicing good ones with your team. Set up a practice meeting and work together to discover what makes a good meeting and what’s bad. From that, create a ‘Great Meeting Reminder Sheet’. Use these tips to get you going.

Give your people two or three sentences to describe what they do and how that carries out your company vision and mission. Then put all these statements on a board. Now everyone can see how they fit together and their importance to the direction of the business.

When you start a new project, ask your team to decide who will be the Drivers, Approvers, Contributors and the Informed. Deciding who does what helps you communicate better, and gives everyone a clear idea of what they are supposed to be doing. (And when they’re supposed to do it!) Check out this great resource from Atlassian.