5 Things to Cover in Weekly Team Meetings | How to Run a Staff Meeting Effectively
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- Опубликовано: 18 май 2024
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5 Things to Cover in Weekly Team Meetings | How to Run a Staff Meeting Effectively
If you want your team to be on the same page, you need to be communicating with the whole group on a weekly basis. If you want to know how to run a team meeting effectively, you need to follow these five things that should be covered in weekly team meetings. These are the exact meeting points to discuss with all of your staff.
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Hiya, whilst this was great, are you able to do this for a scenario in our current Hybrid times and offshore teams please?
Answer starts @2:03
1) Use statistics for members'performance. Show graph.
2) Action steps & targets for the week.
3) Problems & solutions.
4) General announcements.
5) Win or success.
also #5: Gratitudes ..
Nice summary 👍
6) Hire new staff after the graph shamed quit.
This guy is from medieval age. You no longer run teams that way.
@@tubetotto This is why he is sitting in his 1970's office by himself...well, at least his jewelry and watch are from the 80's.
5 things to talk about…
1.talk results
2.talk targets (set goals)
3.talk problems (with fixes)
4.talk announcements (general)
5.Talk wins
One warning regarding #3. It's very easy for a meeting to digress into trying to solve problems. Need a strong meeting manager to keep things moving. Solve problems outside that staff meeting.
The second a statistic becomes a metric, it becomes useless as a performance measure. You said it yourself - the staff will do everything to have a graph with positive gradiant; this includes gaming the system. Metrics should few in number, team oriented and closely tied to the value chain of the business to avoid suboptimizations. And the teams should then be given both the responsibility and the authority to manage their work processes within the limits defined by the metrics. This is the aspect of "jidouka" or "autonomation" which is often left out of westernized approaches to LEAN philosophies.
Yeah, I felt #1 was pretty bad advice. Scrum has the same thing. Team performance > Individual performance, and the way you track and plan your work should reflect that principle.
I like your structured approach. My only warning is to be very careful when defining the KPIs that you track in the statistics part. Maybe in manufacturing it's easy: Maximize output and minimize scrap. But, take for example a service desk: monitoring number of tickets closed or monitoring percentage of customers that are happy with the solution would result in totally different behavior. So think first whether your KPIs will result in what you want.
agree. we are an education group so KPIs need to be carefully arranged
Was thinking the same thing. The KPIs need to be controllable by those held accountable without making folks resort to dishonesty, manipulation, or things that ultimately hurt the company.
Absolutely, this is the toughest one to get a handle on.
you concluded on the golden rule of a KPI, must be relevant and fairly easily connected to the Goal or mission. Careful crafting, you get what you incent
Or even worse: make subjects into objects. That is quite the opposite of the whole purpose of having a weekly meeting to not just "be a job" (which is an object). People are not objects. Personally I think KPIs should be used cautiously, especially on an individual level in a (relatively public) group meeting.
You don't want these things to backlash by calling certain departments or even people out on a low KPI. I think that would quickly turn into a toxic environment.. a manager must also take into account the hierarchical power imbalance that is present due to the different positions. This imbalance and way of motivating people can work both ways.
I do think KPIs can be useful, but use them for product or team orientated purposes.
Following points explained
1)Statistics
2)Weekly Targets -- Action
3)Problem with accompanying Solution -- Disagreement & Problem
4)Any Celebration from Company, Promotions & Monthly Birthday Cake
5)5 Wins 🏆 👏
well done! No single person is called out in a team meeting. (Praise in public and punish in private) Thanks for sharing!
My current company has this backwards
I would have thought individual graphs for each person at no.1 was doing exactly that, calling out individuals, not only when they are doing well but poorly as well???
In one of the companies I worked for I was on a team that met every week. It seemed tedious at the time because we were all extremely busy, but I later realized the value of that. It was a good chance to get on the same page as well as break away from the normal routine. I was later moved to a different team that met infrequently if ever, and I missed having that communication with my supervisor and teammates.
I think you are the live example of Stockholm syndrome
I was tasked to create a template for our weekly meetings. I'm an HR manager in the company I'm employed at and I was looking for a source where can I get info I need and VOILA! This video fell on my laps. SUBSCRIBED!
1) Statistics- every staff member needs to have a stats of their work. Make it a graph. Everyone needs to take responsibility for their statistics week. 2) Program Steps- Action Steps what’s supposed to happen in the area for the week target for the week. 3) Problems and Solutions- disagreements and problems. Not a gripe session. Allow them to bring up problems only with a solution. 4) General announcements- Birthdays, Anniversaries, Upcoming events. 5) Wins from the teammates. This is amazing feedback! Thanks 🙏🏾
Good
1) Statistics
2) Programs & Targets
3) Problems & Solutions
4) General Announcement
5) Wins
Great recommendations. Thank you!
You’re welcome!
I really like this last tip about pointing out the wins of the week. Thank you, amazing video.
There are few different types of weekly meetings…one of the is a “weekly cadence” which is more on performance tracking and reporting, major asks etc. Very focussed meetings to get the performance pic and assign actions and resolve major asks. Not about training or skills or deal reviews. then there are other meetings on a need to basis or periodical basis that address pipelines, size and quality of pipes(days in each sales stages, conversion rate etc. Basically check on efforts and results of each rep or groups). Then there are deal reviews meetings, and also training meetings to upskill your team …
This is great! We don’t have our team together every week but this is definitely a great framework for our monthly meeting!
Some good points there. I will share 2 thoughts from my perspective:
1. If a team member is trained, experienced and supported, they will have a graph that has gone up initially and levels off at a high point. There is only so many countable things you can show for a week's work. E.g. You can only make x units of a product given factors outside your control. Once you are established in your role and have become efficient, the graph mainly shows the blips of illness, system failure, or stopping to explain things to a micro-manager.
2. Sure, you don't want a culture of mindless moaning, but some people, especially at certain levels, just don't have the wherewithal to solve certain problems. It is a manager's job to serve them in ironing out those issues. To say you can't raise a problem without a solution leads to a situation where people who can't see a solution never raising the issue. They then have to put up with problems and get demoralised. You also then get manager's strutting around telling their bosses how great they are as there are no problems in their team while people keep leaving. Surely a nurturing team can be informed of a problem and work together with a combined mindset to solve it - that's a good, supportive working environment. And anyway, very few bosses of mine have ever appreciated anyone sharing a problem and providing the solution as they feel they are being told their job.
*"... or stopping to explain things to a micro-manager."* This.
This comment is actually on point and this person is actually experienced enough to know that most of the advice here is nauseating and people are going to want to quit their jobs
I like this channel just became a manager, and am grabbing every piece of information I can about what to do, what not to do, and how to do. It has got to be one of the hardest things I've ever tried to do but I know that if I can get good at it, it's a skill that will allow me and those who work alongside me to do so much more, and get so much more.
I really like your final point of highlighting wins at the end. Too often meetings focus on problems/solutions without taking the time to understand what worked and acknowledging it. Good tips.
I appreciate the emphasis you put on owner/managers providing information to the team. Too many teams are starved for information and feedback - they want to know if the whole business is winning and if so, how everyone is contributing.
As a teacher, I believe the same about weekly meetings! I took some interesting ideas here for teachers meetings! Thank you very much!
Every team member is expected to show a graph with their numbers over time. An example was given just before that: for a receptionist, it would be a number of calls answered. So how does a receptionist answer a growing number of calls? I guess they can ask their friends and relatives to call them at work? That would work so great for the business
Obviously the metrics need to be relevant in the specific circumstances. Reminds me of The Great Hanoi Rat Massacre, where a bounty was given for every rat's tail to combat the raging rat infestation in Hanoi. After a while people got smart and started leaving the rats alive or actively breeding them so more could be caught and turned in. So in that case, the measure didn't really improve the situation or even made it worse. Similar problems are also often encountered when artificial intelligence is trained on unsuitable punishment/reward structures.
Yes, and Human Resouces can show their graph of rising employment departures.
@@JustinCase780 lol exactly
Right. Since the receptionist is not responsible for increasing the number of incoming calls that isn't a good metric. However, the receptionist is responsible for minimizing the number of callers on hold. Also, the supervisor/manager needs to ensure the receptionist isn't hanging up on each caller but is actually performing the appropriate response for each call. Average response time per call is a good metric.
@@RedWinePlease I'm sorry but that level of micromanagement is totally unnecessary! Imo, it's just a waste of people's time having to collate/track stats like those on a weekly basis. Hire the right people and let them get on with their job. Pointless meetings kill productivity imo.
I took your advice and I feel it went well. Ended on a HiGH. Everyone was grinning ear to ear.
Thank you for your unique and professional guidance. Most meetings I have attended are not thought out or laid out with such a simple foundation.
Thank you for this outline and this was helpful.
Thank you for this valuable information. At first, I don't do meeting quite often because for me I have several groups and we discuss in the groups. But after several months, it seems the team 'distracted' and start saying he is the only one busy. I believe I need to start doing weekly meetings after watching your video. Thanks a lot!
I agree with many of the comments; you do not, and never should, publicly shame an employee in a meeting. If they have a graph, you review it with them individually. However, a "weekly winner" in the graph game will inspire healthy competition, and those winners should be celebrated. Even a down graph that shows and upward tick should be celebrated. Progress.
This discord sounds out of some old school 80's TV series describing a scene of some cold selling call center teammeeting. There is a lot of context, nuances, a lot of modern possibilities to achieve positive communication and interaction with teams etc. missing in this "lesson" of this self proclaimed guru. Old school, ex cathedra style, ivory tower feel.... that will let your team quickly run away from such meetings: to be avoided (especially in Continental culture)!
Wow, that is a real help for me!
I will definitely apply this technics whenever I hold a meeting.
Appreciate that, thanks a lot!
Excellent! Thank you so much. Nice to meet you.
God bless
🌹🙏🏾
Thank you so much for a great advice!
This sounds like a way to manage individual contributors you want in competition with each other. Not sure I'd say "team". There is a big difference there. Be very careful with performance metrics that may lead to conflicts of interest with the real interests of the company. I see the same theme throughout this video. Don't try this on a sports team, software team, etc.. Anywhere you want synergy, positions, strategy and not just a bunch of individual contributors racing in parallel.
The metrics could be team stats.
I agree with you @BuffNerdInCa
Monthly or weekly meeting agenda as manager
1. Statistics
2. Programs action steps and target
Based on statistics, work
3. Problems and solutions
Dont just mention but tentative solution too inside meeting
4. General announcements
Like BD or anniversary , eid party this month etc
5. Wins (team meetings)
Success stories from client and customers
2-5 are all fair, but 1 seems pretty practically difficult to implement in a non production type application.
I feel many would start to lie and juke the stats.
Having to constantly have a graph that shows constant growth sounds tedious and not that practical. There are many jobs that eb and flow, and sometimes nothing of value happens.
I would start makin sht up if the culture was so hell bent on numbers like that, and I'm sure it happens already with other business and systems.
Bro, thanks for the tips! Just a tip from a viewer.. Stop looking at the screen and focus your eyes on the lens, and we will be much more connected to what your saying.
Wow, Dr. Winteregg...his seminars were great, and he always cared...
amazing! thank you for sharing!!
Great info. Please consider adding subtitles or text when talking about lists so I can retain everything you're saying more easily. Much appreciated. Keep it up!
What's fun about these 5 things is that they overlap with manager responsibilities when reporting up the chain how the team is performing, so if you play this smart, then you're essentially delegating the reporting responsibilities onto your team. ;)
Great advices! Thank you for this
Excellent video!
I agree with the concepts, they are critical for success. Anyone one can pick on some specific in the video, but the concepts are critical and correct.
This video provides a clear, direct, simple explanation of how a meeting should be run.
I'm always thinking positive between to any matters arise,with teams.coz we need to works for seatal any issue for matters arise with minutes of issue during a meeting
Very much appreciated. Brilliant 👏
Thank you for posting this! I really enjoyed it and found it enlightening!
Your channel is the McDonalds for my company: I’m addicted to your channel of enlightened contents… ❤ Thanks 🙏🏻
Numbers tell BETTER story than Words. A decisions that are data best decision are the most informed decisions. Thanks Prof for knowledge sharing.
Thanks for the tips...its really helpful for a new manager...
Wow this video will help me to do my project easily
Thank you
Hopi Hopi Bon(translated in my language) ... meaning very well summarized with striking flag-points..mr. Greg..Thnx for bringing this up. Since I am a novice in the managerial position which I want to grasp as my future position any time soon.
Hearty Congratulations 🥂🍾 trust you are getting better?
Good list. Match’s my weekly agenda pretty close. Very effective. Absolutely essential is problems AND SOLUTIONS. Too often people just want to complain. No. Bring solutions too!!!
So true!
This is an excellent piece of advice! practical, neat, clear
There are tremendous cultural differences to consider.
Yes, Weekly meetings are key. However, people appreciate if those meetings are dynamic and about common themes/problem solving (stimulating) apart from general announcement. Also, management should ensure those meetings are a safe place for the team to discuss openly and to share resources and ask for help. That helps build a team. All too often people keep quiet at the weekly meeting listening colleagues go on into great detail, just waiting for it to end. That is not the time for debriefing management of each specific team progress or needs. Stats, targets, can be shared via email prior to bilateral discussions in core teams.
The part on wins sound good if you are wining. I was waiting for the tip to/about the service oriented leader/manager. The video seems oriented to the manufacturing industry. Younger people probably have a different take on the whole weekly meeting set up presented.
A good leader and a good team will always make a meeting productive and tunas a team. low morale and poor leadership will never succeed in a meeting because no one is taking the reigns and guiding to success
Great video. Love the idea of highlighting a problem and then the solution in the meeting 😀
Thanks!
Yup, everyone’s graph will go up because since you made it important they will game the system to ensure it. Also people will be wasting time gaming the graph instead of being productive.
My thoughts too. How to alienate your direct reports and get them to lie to you. What's next? A little Glengary Glenn Ross? First place is a new Cadillac, second place is a set of steak knives, third place you're fired!
What’s your alternative? Are people that stupid that they’ll game the metrics knowing that can lead to failure of the business and loss of their job?
@@michaelh7770 The employees are simply responding to the environment they are put in. If you make graphs important for getting raises or staying employed they will make darn sure they have good graphs. If the side effect is the business goes under that’s on the boss not them.
Substitute “statistic” with OKR and now we’re talking
Perhaps that would happen in isolation, but it’s also a good way to help people think about what they’re doing. Having some sort of metric can identify what activities do or don’t make the job better. Might provide support for pay rises or promotion later on.
Thank you for these tips, new subscriber on board.
Thank you for sharing, greeting from Lima Peru
Thanks for this!
Thankx. Realy clear and usefull.
awesome tipps! thank you!
Life saver...thank u
I love your explanation style, keep on!
EXCELENTE AMIGOS...CONGRATULATIONS. SALUDOS DESDE ECUADOR.
Your video is good , you recall my previous method and now I got more ideas ,thanks a lot
Thank you!
I really enjoyed that video.
Punchy and to the point!
That’s the best piece of advice I’ve seen - well played :) and Thank you
Great video, however I don't agree that a team member should only raise an issue without bringing a solution. If they have a solution or can suggest one, great! If they don't however, they should not feel like the can't discuss the problem. I'm in manufacturing and if a plant worker notices a problem with machinery, or product quality, safety issue, I want them absolutely to escalate this and I don't expect them to have a solution to the problem. Keep up the good work!
Excellent video. Easy to understand. Thank you .
Wow, great video. Thank you so much!
Awesome! I love this video, very informative.
I like it. Having worked for an American conpany I understand why.
This is good, this is all information I've heard before, but putting it all together in a specific order is great.
Fantastic leadership
Thank you sir, for your valuable information. This was better than a thousand youtube gurus combined
Wow, thank you so much!
Thank you Sir.
Thanks alot for this amazing video ! Very informative 🙏🏻
Glad it was helpful!
Super tips! Thanks.
This is amazing 🎉
Great video. Great info. Thank you!
Good video... a weekly meeting is paramount, I agree. I laughed at your story of the summer factory meeting... only because the owner took up the lunch (unpaid) time to do company business. Having been a "grunt," that would grind my gears... unless of course the owner was buying everyone's lunch that day?
Great tips! Question: Any ideas on how to measure roles where many of their tasks are variable and not always repeated? Eg: I have a construction site supervisor who has very wide set of responsibilities. I'm not sure how to gather statistics for a role like that.
You can start making Categories, then list out Sub- categories. Group the variables which are similar.
Remember, others are not interested your small tasks visibility in Team meeting and focus on time utilisation by presenting the Category-wise Problems or Successes.
Only result makes a difference in my view...... Result nd only result.It is bound to come if you are severe nd honest .He shud have leadership Quality.Nice Tips.person holding top position shud know PR.Nice nd inspiring vdo.Lecture.I was holding a top position in good enterprises.sincerely appreciated.
Very helpful thanks
Great content! I have overlooked this to a large degree (including the additional tax write-offs!!)
Excellent, It helps me a lot to become a good Team Leader. Thanks
Thank you thank you
Great video, thank you
How about the DOs and DONTs for the attendees as yiu onoy gave an insight from the supervisors perspective..can you make a separate video on that ?
Great content - the only thing I don't quite agree with is the mentality of only bringing problems to surface if you also bring out the solution. This is an old way of thinking that hinders psychological safety on teams. I personally think that people must learn how to structure a problem in a way that it is brought up in a constructive way, without pointing fingers, regardless if that person has any suggestions for solving it or not. So I'd rather have problems and no solution than having everybody thinking they are better off staying silent. Solutions should be a matter of team discussion. Like Charles Kettering says, "A problem well-stated is a problem half-solved".
Awesome idea. I was reviewing number but never realized graph can be so important. Thanks a lot 🙏
Glad it was helpful!
Really important video clip. Great idea and tips lean
1. Lunch for Monday.
2. Lunch for Tuesday
3. Lunch for Wednesday and plans for weekend.
4. Lunch for Thursday
5. Night out plans for Friday and what work has to be pushed for next week.
Thank you Greg. Can we also add areas where we are seeking management support, since not all issues can be resolved internally on your own. pls share your views on this ...
Yes of course. These meeting points are meant to be gone over with the whole company. You can definitely have other, smaller team meetings to coordinate within your department, work on projects, problem solve together, etc.
Helpful. Thanks
Great video, greetings from Brazil!
Are the climbing graphs reflected in pay?
The #2 graph in item 1 going down is fine, *IF* you are tracking say bug defects. Up/Down is relative in context to what you are measuring,
Human Resources can show their graph of people quitting on the rise.
Hello Sir,
What do you suggest for a consultant to get things done from Factory Manager.
The framework is a great guide. However, individual managers can adapt them to fit their specific circumstances.
Good content. I watched at 1.25x speed and it was perfect for me.
Very helpful and informative video.