How can you manage your team's time and tasks with ease?

Use tools that allow for transparency here. Both sides should be able to quickly see the project and milestones. When you can’t meet in person or pop by someone’s desk, using technology helps a ton. There are also a lot of great AI tools like Motion that help so much.

Transparency in the whole process starting from securing the order , planning , execution or implementation is the key 🗝 for successful project management. However a clear objective along with rational deadlines help the entire process to run smoothly, it gives a confidence to the stakeholders as well to excel in their specific role . In a given situation a definite goal can guide the entire team to work seamlessly.

I would also highlight that communication is a two-way street, especially in a team environment. Allow your team to discuss the project(s) openly with you and each other, gain perspectives and brainstorm ideas from those you work with to challenge the norm and encourage new thinking too. Coaching your team with the projects will support future work, business growth and personal development!

I feel like one of the important aspects of work today overlooks a human component.I have seen people be motivated through rewards.I am not talking money rewards more like ,power ,control,and time.I am suggesting that if you have a goal have a reward.Being able to leave early on a Friday.Being able to come in late one morning.Inept leaders forget that the team needs power and control also.

Managing a team's time and tasks efficiently is crucial for productivity, meeting deadlines, and ensuring work-life balance. Set Clear Goals: Define and prioritize tasks. Use Task Tools: Adopt platforms like Trello or Asana to assign and track tasks. Match Tasks to Strengths: Assign tasks based on team members' skills and preferences. Track Time: Use tools like TimeDoctor or Toggl to monitor time spent on tasks. Limit Multitasking: Encourage focused work by dedicating blocks of time to specific tasks. Streamline Communication: Reduce unnecessary meetings; use clear communication channels. Review Workloads: Regularly check and adjust team members' tasks to avoid overload. Encourage Breaks: Short breaks can boost productivity.

I would like to point out that a team knowing they are heard about a reasonable time line consideration is important.Many leaders ask workers to learn new software,but won't learn themselves.They have no idea how long it takes to do a task ,but feel comfortable making demands. Listening to time line considerations from the people who are performing the task is important.

In my experience to-do lists have been a huge asset in helping staff know what to prioritize for both the business and themselves. Teaching them how to do it then letting them create their own helps build the skill of prioritizing.

In my experience, Kanban boards are great. Eisenhower can lead to Fear of Losing Out on opportunities when you see the amount of tasks that are not important and not urgent. What really helps is a combination of short team meetings for status, e.g. Kanban (what has been done last week, what is coming next week) for 30 min every Monday and Thursday.

Along with delegating tasks yourself, you should also make a point to teach others how to delegate, where appropriate. Delegation is a skill everyone will use in life. Being able to see things from both sides can be useful in one's management of tasks.

Rewards and structured time availability goes far in meeting this part of the goal objective.I think large meetings are a waste of resources .Small "shop talk"briefings are by far more successful .Take a timer out and set it for 10 minutes. Ask a person or small group to update you ,present the question is there anything new I need to know ? Keep it fast and simple .Focus on time ,resources, support,and open knowledge.Document the information you are given and go on to the next meeting .Use time constraint methods to keep people on time and accountable .

I agree with @Suzanne that K.I.S.S. is very important. To delegate we need to have 3 processes in place to answer: - who has the D (final decision making power), - how to deal with failures and delays (the worst case scenario management), - what to escalate, how and why? This can be complemented by a risk management framework (likelihood and impact of events).

But, before you asking them what they have been doing, make sure you ask them 'How they're doing!' Their physical and mental health are key to getting stuff done!

I think this part is where middle management gets side tracked.The project should be on a time line or precise schedule.Here is where the rewards need to be handed out .Your mid way through and you know your deadline .Team members need to know they are shining or not making it .Privately the conversation needs to be your on target take a long weekend.You are not going to make the deadline what support and resources do you need .Keep it impersonal .

Avoid waiting until the last moment to track and review work. People need time both physically and mentally to adjust to progress. Regular ongoing review with others, as well as providing helpful, useful feedback is key to moving a team forward.

Daily stand up meetings of 15 minutes per day allows for collaboration across the team each providing a brief overview of what they did yesterday, that they have planned for today and any roadblocks to success. Any issues can then be discussed and supported by the team or escalated through the leader. Use of a Kannan style board to keep track of the amount of work allocated to team members and which phase (planned, doing, done) they're in makes sure that no one team member is overworked while others are idle

In my experience, Kanban boards are great. What really helps is a combination of short team meetings for status, e.g. Kanban (what has been done last week, what is coming next week) for 30 min every Monday and Thursday. I would personally not be in favour of daily meetings because it might give the impression of micromanagement and distrust (unless someone is managing a disaster or recovery activity which would demand check-ins even twice a day).

I would add that fostering a culture of trust is a crucial element in maintaining a productive and motivated team. Trusting your team members to deliver quality work and make informed decisions boost collaboration. Avoiding constant monitoring or excessive scrutiny elevates the team environment. Encourage open communication, active listening, and respect for diverse perspectives. Just a few thoughts on how to achieve working towards goals with the right mindset.

The team members who want to change their position of responsibility at this point need to be heard.Many parts of a project can be understood with great clarity at this point .Here is the turning point of success.Listening, hearing,and probing will go far here.A team member takes you at your word when you say "I am here to help".The team member then says they want to change a piece they are accountable for.Listen to the why they are requesting the change .You can take the time to teach them and frustrate them further or just get it done .Being respectful about the team member coming forward and asking should be your primary focus.

Frequent check-ins (i.e. daily stand ups or other scrum ceremonies) are vital to understanding, and ideally removing, your team’s blockers. Keeping a close pulse on your team without over managing is a delicate balance.

If we talk about stakeholders, we need to use the stakeholder matrix to identify the best channels. For example, sending a newsletter for our CEO but preparing a presentation for external stakeholders to report on progress would be counterproductive. For any collaboration and communication: K.I.S.S. (keep it simple is vital) to always reflect on why we do what we do and how it is a win-win if you contribute. Branding is important too. Symbols, stories help to feel belong when working on something together.

Vocalize your expectations when it comes to email use, work hours, personal, and vacation time. Clear verbal communication, such as virtual or in-person meetings, can go a long way in providing support to others.

Celebrate success! Often an overlooked (by me as well) part of the process is celebrating and having some fun when goals are achieved. Keeping it fun can be essential to turn work from drudgery into something that stirs passion.