2. Give people the chance to develop
When time is of the essence and the task is critical, preference should be given to experienced personnel. However, if the time horizon is not so limited, it can be an opportunity to employ less experienced but motivated talents who can and want to grow and learn from the task.
3. Don’t allow yourself to be manipulated
Don’t give in to the temptation to always assign the person who raises their finger first. Pay attention to the personality, skills and workload of your employees. And have a plan in the background about which employees you want to develop in which direction in the long term.
4. Keep an eye on colleagues’ workload
If you have a lot to do, you will complete a new task poorly, with a delay, or not at all. Sometimes only a specific person is considered for a job. A good team leader is characterized by sitting down with this colleague to get an overview of their tasks and, if necessary, redistribute them or at least prioritize them differently.
5. Don’t punish your best ones
The mistake that is often made is that people are burdened with tasks until they can no longer move. Superiors act this way because they believe they will get a good result in a timely manner. But the fact is that they annoy and waste their best talents.
Distributing tasks in a way that is best for the company is particularly difficult. In every team there are people who stand out. Often these “willing ones” are also the ones who accept new tasks without complaint. They make things particularly easy for their superiors.
Anyone who gets involved in this not only harms the top performers, they also deprive others in the team of the opportunity to draw attention to themselves through special achievements. This is one of the reasons why it is important to know the skillset of each employee and to assign tasks according to their qualifications, workload and motivation. Team leaders need to know who is suitable for what and where skills gaps need to be closed.
