IT Management Slideshow: Nine Ways to Maximize IT Results with a Progress Culture

By Dennis McCafferty  |  Posted 12-09-2011

Short- and long-term goals must be tangible.

Ambiguity leads to conflicting priorities and arbitrary direction. Employees become frustrated and cynical.

Short- and long-term goals must be tangible.

Employees should measure their own progress.

If each task is designed so that teams can easily access results and understand impact, this provides immediate gratification and fosters motivation.

Employees should measure their own progress.

Allow autonomy.

Goal tangibility doesn't translate to your instructing people on precisely how to do things. Giving them freedom in their approaches leads to creativity and collaboration that energizes your workforce.

Allow autonomy.

Provide resources.

Don't set lavish expectations. But give employees what they need to do the job. Otherwise, they'll conclude that it's not important.

Provide resources.

Remove toxins.

Determine what workplace routines, procedures or personal dynamics are inhibiting progress, and seek to remove or rectify them.

Remove toxins.

Give enough time – but not too much.

Constant impossible deadlines lead to stress and burnout. Yet, the challenging-yet-doable time frame can be exhilarating.

Give enough time – but not too much.

Don’t discourage ideas.

Watch out for dismissive language – not just through your words, but through your body and facial cues. This could cause your team members to conclude that you don't want their input.

Don’t discourage ideas.

Help out.

There's a difference between micromanaging and pitching in with needed collaboration, customer interaction and other hands-on duties.

Help out.

Don’t ignore personal problems.

Difficult personal situations exist. Convey empathy for these employees so they know you're a leader who supports them.

Don’t ignore personal problems.