Leadership Archives | Page 2 of 323 | Blog Wrike
Please enter your email
Server error. We're really sorry. Wait a few minutes and try again.

Leadership

Please enter your email
Server error. We're really sorry. Wait a few minutes and try again.
Unlocking Effective Team Dynamics: Real-World Examples and Best Practices
Leadership 10 min read

Unlocking Effective Team Dynamics: Real-World Examples and Best Practices

You’ve brought together some of the best talent and people in your idustry. You should automatically have a dream team with no additional work, right? Well, a new team dynamic is not so simple. Now you’re searching for the trick to unlock the full potential for your team — big or small, and in any industry — to show their skills. In today’s workplace, effective team dynamics are essential to achieve organizational goals and desired outcomes. Organizations that have high-performing teams often have a competitive advantage in their respective industries. However, building and maintaining effective team dynamics can be a challenging task, especially when there are multiple factors and individuals involved. This article explores real-world team dynamics, effective examples, best practices, and common challenges. Try Wrike for free Understanding team dynamics Working in a team can be a challenging yet rewarding experience. In order to achieve success, it is important for team members to understand and effectively manage team dynamics.  Defining team dynamics Team dynamics are the interactions, relationships, and communication patterns among team members. This involves how individuals work together to achieve a common goal, make decisions, and solve problems. Effective team dynamics will require collaboration, trust, open communication, and a clear understanding of individual roles and responsibilities. When team members work together effectively, they can achieve more than they would individually. This is because each member brings their own unique skills and perspectives to the table, allowing the team to approach problems from multiple angles. However, when team dynamics are poor, it can lead to conflict, misunderstandings, and a lack of progress. Factors influencing team dynamics Several factors can influence team dynamics, such as: Team size: Larger teams may have more difficulty communicating effectively and making decisions, while smaller teams may struggle to complete tasks that require a wide range of skills. Diversity: Diverse teams may struggle to work together, but they can also offer a broader range of ideas and perspectives. Leadership style: Leaders who micromanage their team can create a negative work environment. On the other hand, leaders who empower their team can foster teamwork and open communication. External factors, such as market trends and competition, can also impact team dynamics. Teams that are under pressure to meet deadlines or achieve specific goals may experience increased stress and tension. The role of leadership in team dynamics Effective leaders also understand the importance of individual roles and responsibilities within the team. Leaders can strengthen the team by making sure everyone knows their role and has the needed skills and resources. Leaders who are able to provide constructive feedback and support can help team members to grow and develop their skills. This can lead to increased job satisfaction and a more positive work environment. Addressing underperformance and accountability Underperformance and lack of accountability are other roadblocks that can hamper effective team dynamics. When team members are not performing to the expected level, it can lead to frustration and resentment among other team members, along with a decrease in productivity and morale. Remember to provide coaching and feedback to underperforming team members and hold them accountable for their actions.  Best practices for fostering positive team dynamics In this section, we will explore some best practices for fostering positive team dynamics. Establish clear goals and expectations When team members understand what they are working toward, they are more likely to be motivated and productive. Goals should be specific, measurable, attainable, relevant, and time-bound (SMART). This makes it easy for management to evaluate progress and hold team members accountable for their contributions. If a team is working on a project, it’s important to have clear goals and set expectations for each team member’s role in achieving those goals. This will help prevent confusion and ensure that everyone is working toward the same outcome. Encourage open communication and trust Team members should feel at ease asking questions, providing feedback, and suggesting ways to enhance team performance. Managers can foster this by promoting open discussions and appreciating each member’s input. Regular team meetings can provide a platform for team members to share their thoughts and ideas. Managers can also provide training on effective communication and conflict resolution to help team members navigate difficult conversations and build trust. Promote diversity and inclusion Diversity in terms of skill set, experience, and background can help spark creativity, prevent groupthink, and enhance team morale. Also, creating a welcoming and inclusive environment can help promote collaboration and create a positive and productive work environment. Managers can promote diversity in three ways. First, they can hire people from diverse backgrounds. Second, they can provide training on unconscious bias. Third, they can support diversity and inclusion initiatives in the company. Provide opportunities for team building Team building activities can help foster positive team dynamics by promoting collaboration, communication, trust, and mutual respect.  Managers can organize team building activities such as sports tournaments, offsite retreats, volunteer events, or team outings. These activities can help team members bond and build trust, which can translate into better collaboration and productivity in the workplace. Overcoming common challenges to help improve team dynamics Now let’s cover some common team dynamic challenges and how to overcome them. Resolve conflicts and misunderstandings Conflicts can happen because of different communication styles, clashes in personalities, and misunderstandings about work. This can lead to communication problems, less productivity, and harm to team spirit. To overcome these challenges, managers should provide appropriate conflict resolution training to all team members. This training should include techniques for resolving conflicts, such as active listening and effective communication. Remember to establish clear communication channels and encourage active listening and a culture of respect among team members.  Navigate team member turnover When a team member leaves, it can disrupt the team’s momentum and cause stress or anxiety among the remaining members. To manage this situation, managers should pay attention to team morale and communicate openly about the hiring process. They should also take steps to ensure that the transition process is as seamless as possible. This can involve offering support to remaining team members and ensuring that new team members receive proper onboarding. Real-world examples of effective team dynamics Collaboration and communication are important for success in sports, business, and non-profit organizations. Let’s take a closer look at some real-world examples of effective team dynamics. Example 1: A high-performing sports team A high-performing sports team is an excellent example of effective team dynamics. The team members must work together to achieve a common goal, whether it’s winning a game or a championship. Each player has clear roles and responsibilities, and they communicate openly and honestly with each other. This communication helps to build trust and respect between team members, which is essential for success. One of the key factors in effective team dynamics is understanding each other’s strengths and weaknesses. A high-performing team understands the unique skills and abilities of each player and uses them to create a game plan that maximizes their chances of success. The coach also plays a significant role in fostering positive team dynamics. A good coach will encourage open communication, promote collaboration, and foster mutual respect among team members. They will also provide guidance and support to help the team achieve its goals. Example 2: A successful business team A successful business team is another example of effective team dynamics. In this scenario, each team member brings unique skills and experiences to the table. Business leaders encourage open communication and collaboration among departments. They do this by setting clear goals and expectations. This helps to break down barriers and ensures that everyone is working toward the same objectives. The team respects each other’s opinions and works together to solve important business challenges. This collaboration helps to build a strong sense of teamwork and camaraderie among team members. Example 3: A collaborative non-profit organization A collaborative non-profit organization is a third example of effective team dynamics. In such an organization, all volunteers and staff members have a shared mission and work together collaboratively. Non-profit organizations rely heavily on volunteers, and team dynamics are often dependent on the organization’s ability to support and appreciate volunteer contributions. In these environments, leaders must package work in a way that maximizes the organizational goals among a distributed and unpaid team. This requires a high level of communication and collaboration to ensure that everyone is working toward the same goals. Leaders must also be thankful for the contributions of their volunteers, even though they may not have much money or other physical resources to offer. Try Wrike for free What different tools can boost team dynamics? Project management tools, such as Wrike, play a pivotal role in enhancing team dynamics within any project or organization. These tools provide a centralized platform for communication, collaboration, and task management. This fosters a more cohesive and efficient team environment.  Features such as shared calendars, task assignments, and real-time updates allow team members to stay on the same page, leading to improved coordination and reduced misunderstandings. Moreover, project management tools often come with chat and messaging features for quick communication and information sharing. These tools make project progress and timelines clear, encouraging accountability and trust among team members, ultimately boosting teamwork and productivity. Conclusion Effective team dynamics are crucial to achieving organizational goals and creating a positive work environment. Managers should understand team dynamics, promote positive dynamics with best practices, and tackle common challenges. Leaders can also use strategies to create a strong team. This team should be able to handle change, communicate well, boost morale, and achieve great results in their projects or goals. Master effective team dynamics and enhance collaboration by applying real-world examples and best practices with Wrike’s comprehensive work management platform. Start your free trial today and bring out the full potential of your team. Try Wrike for free Note: This article was created with the assistance of an AI engine. It has been reviewed and revised by our team of experts to ensure accuracy and quality.

How Wrike Scales for Your Enterprise

How Wrike Scales for Your Enterprise

Get free ebook
How Does a Program Director Shape Business Transformation?
Leadership 7 min read

How Does a Program Director Shape Business Transformation?

Business transformation is a complex and dynamic process that requires a strong leader to navigate successfully. This is where a Program Director comes in. As the person responsible for overseeing and managing the entire transformation initiative, a Program Director has a crucial, multifaceted role to play in shaping the direction and outcomes of the project.  In this comprehensive guide, we will explore the key responsibilities and skills necessary to be an effective Program Director, the various stages of business transformation and this individual’s involvement in each stage, the importance of aligning business transformation with organizational goals, and common challenges faced during the transformation process.   Try Wrike for free Understanding the Role of a Program Director in Business Transformation It is the Program Director's job to ensure that the project is executed smoothly and within budget and delivers the desired outcomes, while simultaneously minimizing risks and managing stakeholder expectations. This requires strong leadership, communication, and collaboration skills, as well as the ability to manage complex projects and make tough decisions under pressure. Key Responsibilities of a Program Director Some key responsibilities of a Program Director include: Defining the scope and objectives of the transformation initiative: Work with the executive team to define these elements. This is necessary to identify the areas of the organization that need to be transformed and to set realistic goals for the project. Creating a plan, timeline, and budget: Develop a detailed plan with a reasonable timeline using the allocated budget.  Identifying and managing risks and dependencies: Identify the risks and dependencies associated with the project, activate measures to mitigate them, and develop contingency plans in case of unforeseen events. Coordinating and managing resources, teams, and stakeholders: Coordinate and manage the aforementioned to ensure that everyone is working towards the same goal and that communication is clear and effective. Ensuring quality assurance and compliance with regulations and standards: Verify that the project meets the required quality standards and complies with all relevant regulations and standards. Monitoring and reporting progress and outcomes to executive management: Communicate these to the executive management team, keep the project on track, and address all problems in a timely manner.  Essential Skills for Effective Program Directors Effective Program Directors possess a unique combination of skills, such as: Strong leadership and management skills to motivate and inspire their team to achieve the project goals. The ability to identify potential problems before they occur and come up with creative solutions to complex problems, sometimes on the fly. Excellent communication skills to communicate goals and progress effectively and manage stakeholders. Strong project and program management skills to complete tasks on time and within budget. Superior change management and risk management skills to manage risks and evaluate changes.  Excellent understanding of finance and business to deliver a positive return on investment.  The Stages of Business Transformation and the Program Director's Involvement The process of business transformation is a complex and dynamic one, involving several stages that require careful planning, coordination, and execution. The Program Director's involvement in each stage may vary depending on the project's complexity and scope. Nonetheless, they play a critical role in ensuring that the initiative is successful and achieves its intended outcomes. Assessing the Need for Change Identify the business challenges, opportunities, and risks that require transformative actions by working closely with the organization’s leadership team. Facilitate discussions and workshops with key stakeholders and conduct feasibility studies and assessments. Based on all information gathered and everybody’s feedback, develop a comprehensive assessment report that outlines the business case for change, including the risks and benefits of the proposed transformation initiative, the expected outcomes and impact, and the resources required to execute the plan. Developing a Transformation Strategy Define your vision, goals, and objectives for the initiative, as well as the roadmap and priorities for achieving them. Work with the leadership team to accomplish this and gather input and feedback from various stakeholders.  The goal is to craft a compelling strategy that is realistic, achievable, and aligned with the organization's goals and values. Be sure to include details on how to manage any risks and issues that surface. Implementing the Transformation Plan Work closely with the project teams to ensure that they have the necessary resources, tools, and support to execute the plan effectively. Monitor the progress of the initiative, track the performance and outcomes of each workstream and project, and make adjustments along the way. Also, be sure to maintain open communication with stakeholders by providing regular updates on the initiative's progress and addressing any concerns or issues that arise. Monitoring Progress and Adjusting as Needed Progress must be monitored and then reported to executive management because the information will be collected and used to make data-driven decisions that optimize the project's outcomes. Again, be sure to keep your stakeholders updated throughout this entire process. Try Wrike for free Aligning Business Transformation with Organizational Goals Work with the executive team and other stakeholders to ensure that the transformation initiative supports the organization's strategic objectives and addresses the current and emerging challenges and opportunities. Ensuring Stakeholder Buy-in One common challenge faced during business transformation is resistance to change. Mitigate this challenge by engaging with stakeholders and ensuring their buy-in and commitment to the transformation initiative. This requires effective communication and collaboration skills, as well as the ability to address concerns and objections in a constructive and transparent manner. Communicating the Vision and Benefits of Transformation Another critical aspect of stakeholder management is communicating the vision and benefits of the transformation initiative. This involves developing a compelling and inspiring narrative that highlights the opportunities and benefits of the transformation initiative, as well as the roles and responsibilities of different stakeholders. Potential strategies would be crafting messages that resonate with different audiences and leveraging multiple channels to deliver the message. Balancing Short-term and Long-term Objectives A final challenge faced during business transformation is balancing short-term and long-term objectives. Balance the need for quick wins and tangible outcomes with the need for sustained and comprehensive change. This demands careful planning, prioritization, and resource allocation, along with the ability to communicate the rationale and expected outcomes of different initiatives. Overcoming Common Challenges in Business Transformation Business transformation is a complex and dynamic process that presents several challenges and risks. Let’s examine a few of them more closely. Managing Resistance to Change One common challenge faced during business transformation is resistance to change. This can manifest in different forms, such as skepticism, apathy, or active opposition. Identify the root causes of resistance and develop effective strategies to address them. This may involve developing a change management plan, engaging with key stakeholders, providing training and support, and communicating the benefits and rationale of the transformation initiative. Navigating Resource Constraints Another common challenge faced during business transformation is navigating resource constraints. This may include limited budgets, a shortage of skilled professionals, or competing priorities. Prioritize resources based on the initiative's strategic objectives, as well as identify and leverage alternative sources of support and collaboration. Ensuring Effective Collaboration and Communication A final challenge faced during business transformation is ensuring effective collaboration and communication. Remember to work closely with different stakeholders, including executive management, project teams, external partners, and customers. It is essential to develop effective communication channels and protocols that ensure transparency, clarity, and efficiency. Conclusion Business transformation is a challenging process that requires a strong leader to navigate successfully. The Program Director plays a crucial role in shaping the direction and outcomes of the transformation initiative, from assessing the need for change to developing a transformation strategy, implementing the plan, monitoring progress, and overcoming common challenges.  To be an effective Program Director, one needs to possess a unique combination of skills, such as leadership, strategic thinking, communication, project management, change management, and financial and business acumen. By aligning the transformation initiative with the organization's goals and values, engaging with stakeholders, and mitigating risks and challenges, the Program Director can deliver a successful transformation initiative that drives long-term growth and value creation for the organization. Enable program directors to shape business transformation using Wrike's comprehensive work management solution. Begin your free trial now and leverage the power of targeted planning, collaboration, and execution.     Try Wrike for free   Note: This article was created with the assistance of an AI engine. It has been reviewed and revised by our team of experts to ensure accuracy and quality.

The Role of a Program Lead in Successful Collaboration and Communication
Project Management 7 min read

The Role of a Program Lead in Successful Collaboration and Communication

Collaboration and communication make up the backbone of any successful program. In order to achieve project goals, it is crucial to have a skilled program lead who can foster a collaborative environment and effectively communicate with stakeholders and team members.  This article will explore the key responsibilities of a program lead, the skills required for the role, effective communication strategies, and how to navigate challenges in collaboration and communication.   Try Wrike for free Understanding the Program Lead's Responsibilities Program leads are responsible for overseeing and managing the entire scope of a program, which can include multiple projects and teams. They are accountable for the program’s success and that it meets the requirements of all stakeholders. Program leads must also define the program's goals and objectives. This requires a deep understanding of the organization's strategic objectives and the ability to align the program's outcomes with those objectives.  Lastly, program leads must use their knowledge of the program’s scope, budget, and timeline to successfully implement everything. This includes managing project teams, coordinating resources, and ensuring that projects are delivered on time and within budget. Key Skills and Qualifications Program leads must have a diverse range of skills and qualifications to be effective in their role; this includes traits like strong leadership, problem solving, time management, collaboration, and analytical skills. Other essential skills are financial, risk, project, and vendor management. It is imperative that program leads be able to manage budgets effectively and identify and mitigate risks. Balancing Stakeholder Expectations Since it can be difficult to balance the often-conflicting expectations of various stakeholders, program leads must be skilled in negotiation and facilitation of discussions to ensure all parties are aligned with program outcomes. This requires an ability to build and maintain strong relationships with clients, vendors, and team members, as each individual brings different ideas and communication styles to the table.  Fostering a Collaborative Environment Collaboration is the cornerstone of success for any project. It requires a team effort, where each member contributes their unique skills and expertise to achieve a common goal. A program lead’s responsibility is to foster a collaborative environment among team members.  Building Trust Among Team Members Without trust, team members may be hesitant to share their ideas or work together towards a common goal. Build trust among your employees by organizing team-building activities, having open discussions, and creating a sense of belonging within the team. Since building trust takes time and effort, be patient and consistent in your efforts. Don’t forget to lead by example. Encouraging Open Communication Encourage open communication among team members by providing everybody with additional tools and resources and promoting honesty and transparency. Consider holding regular team meetings where team members can share their thoughts and ideas. You can also create a virtual space via an instant messaging platform or shared document where team members can communicate with each other and leave feedback on a regular basis.  Implementing Collaboration Tools and Techniques Implementing collaboration tools and techniques is essential since team members can be located in different locations and time zones and come from various cultural backgrounds. Consider using video conferencing, instant messaging, shared whiteboards, and project management software, as these tools can help team members communicate effectively, share ideas, and work together towards a common goal.   Try Wrike for free Effective Communication Strategies for Program Leads Here are several other communication strategies that can help you excel in your role as a program lead. Active Listening and Empathy These skills are not just about nodding your head and saying, "I understand." Active listening involves actively engaging with the speaker and asking follow-up questions to confirm that you fully understand their perspective. Likewise, empathy goes beyond understanding the speaker's perspective — it involves truly putting yourself in their shoes and feeling what they are feeling. When team members feel heard and understood, they are more likely to be motivated and engaged in their work. Clear and Concise Messaging Clear and concise messaging translates to having your team members understand what is expected of them and what their role is in the project. This requires delivering information in a way that is easy to understand and actionable. Avoid using technical jargon that may confuse team members. Instead, use simple language and provide examples to illustrate your points. Adapting Communication Styles to Different Audiences Adapting your communication style to different audiences requires a good understanding of different communication styles and cultural norms. When communicating with individuals from different backgrounds, it is important to be aware of potential cultural differences and adjust your communication style accordingly.  Some cultures may value direct communication, while others may prefer a more indirect approach. Similarly, when communicating with technical experts, it is important to be able to speak their language and understand their perspective. Building Trust and Rapport Building trust and rapport with your team members leads to open and honest communication and an easier time when a situation involving problem-solving arises. Remember to be transparent and honest in your communication regarding things like project challenges and mistakes. Strive to be approachable and responsive to team members' concerns. Encouraging Two-Way Communication Effective communication is a two-way street. Try creating an environment where team members feel comfortable speaking up and sharing their opinions. This also means actively listening to their feedback and incorporating it into your decision-making process. Navigating Challenges in Collaboration and Communication Collaboration and communication are essential components of any successful program. However, navigating the challenges that arise in these areas can be difficult. Here are some tips you can use when challenges come up within your organization. Identifying and Addressing Conflicts Conflicts can occur in any program, and program leads must be skilled in identifying and addressing conflicts when they arise. This requires effective conflict management skills, including being able to facilitate productive discussions that lead to mutually beneficial outcomes. Remember to encourage team members to express their concerns and opinions openly and honestly in order to find a resolution that satisfies everyone.  Recognize that conflicts are not always negative, as they can actually lead to innovation and growth. Therefore, feel free to encourage healthy debates and discussions among your employees. Managing Remote and Cross-Cultural Teams Managing remote and cross-cultural teams requires additional skills and considerations beyond those required for colocated teams. Program leads must be skilled in using technology to facilitate communication and collaboration, managing time zone differences, and overcoming cultural barriers. Program leads should establish clear communication protocols to ensure that all team members are aware of expectations and responsibilities. They should also be proactive in addressing any issues that arise, such as misunderstandings or cultural differences. Ultimately, the goal is to have all your remote and cross-cultural team members feel valued and included in the program. Conclusion Effective collaboration and communication are integral to any successful program. Program leads play a crucial role in fostering a collaborative environment and effectively communicating with stakeholders and team members. This requires a diverse range of skills and qualifications, including strong leadership, problem-solving, and communication skills. By working to build trust among team members, encouraging open communication, and implementing effective communication strategies, program leads can confidently navigate challenges and achieve program success. Foster successful collaboration and communication within your organization by incorporating Wrike's versatile work management platform. Start your free trial today and drive meaningful progress across all teams.     Try Wrike for free   Note: This article was created with the assistance of an AI engine. It has been reviewed and revised by our team of experts to ensure accuracy and quality.

How To Create a Business Continuity Plan Template
Leadership 10 min read

How To Create a Business Continuity Plan Template

Modern businesses face countless risks and challenges, and it is critical to have a business continuity plan (BCP) in place. A BCP helps an organization prepare for disasters, respond to disruptions, and recover in an efficient manner. In this article, we will walk you through a step-by-step guide on crafting the perfect business continuity plan template. Grab your notebook, and let’s dive in! Try Wrike for free Understanding the importance of a business continuity plan template A business continuity plan (BCP) is a preventive and proactive plan that helps an organization manage its operations during emergencies and disasters. It involves identifying and assessing potential threats and hazards that may disrupt a business’s operations. The purpose of a BCP is to minimize the impact of unexpected incidents. The goal is to ensure the company can maintain its essential operations with little interruption. Defining business continuity Business continuity refers to a business’s ability to continue its critical functions during a disruption, whether natural or human-made. This type of plan is a holistic approach that encompasses people, processes, and technology. Identifying potential risks and disruptions The initial stage in BCP development is assessing risks to identify potential threats that could affect the business’s operations. Organizations can categorize risks into internal or external factors, such as cyber threats, natural disasters, power outages, or supply chain disruptions. Once the organization has identified the risks, it needs to evaluate them to determine their potential impact. It’s crucial to assess both the likelihood of these risks happening and the potential consequences of not having a BCP. If a company heavily depends on its computers, a cyberattack or computer failure could be expensive and damage its reputation. A BCP can help mitigate these risks and ensure that the company can continue to operate with minimal disruption. The benefits of having a business continuity plan A BCP helps a company by reducing downtime, cutting financial losses, keeping employees safe, and protecting the brand’s reputation. It enables the organization to respond quickly and effectively to a disruption, resulting in minimal business interruption. Having a BCP in place can also increase customer trust and confidence in the companies ability to handle crises. Another advantage of having a BCP is that it helps spot areas for improvement in how the organization works. These changes allow for making processes more efficient, saving money, and becoming more resilient for the business as a whole. Try Wrike for free Lastly, BCPs hold organizations accountable, ensuring compliance with regulatory requirements. Failure to comply with certain regulations can result in fines and reputation damage, along with endangering employees and customers. Key components of a business continuity plan template A BCP template has the following key parts: analyzing business impact, recovery plans, incident responses, crisis communication, and training. A BCP template is an essential tool for ensuring business continuity. In addition to the key parts mentioned, it should also include clear roles and responsibilities for employees during a crisis. These roles can help streamline decision making and ensure a swift response to any disruptions. Furthermore, the template should incorporate regular testing and revision of the plan to adapt to evolving threats and changing business needs. Good business continuity planning is an ongoing process that protects your organization and makes it stronger when facing challenges.  Let’s take a closer look at each of these components: Business impact analysis A business impact analysis (BIA) consists of two main parts. The first part involves identifying important functions within the organization. The second part involves determining how a disruption could impact the business’s finances, reputation, and compliance. Keep doing this analysis regularly to make sure it stays current and helpful for the business’s present operations. Recovery strategies Recovery strategies are what a company does to fix important things when something bad happens, using info from the BIA. These strategies include recovering data and systems, relocating staff, or seeking assistance from another company until things are back to normal. Remember to document the recovery strategies in detail and have them regularly reviewed and updated. Regularly test them to ensure they function well and you can use them quickly if there’s an issue. Communication and crisis management A communication and crisis management plan tells you how to talk to employees, suppliers, regulators, and customers when something goes wrong. The plan should ensure everyone understands the company’s response to the problem and its impact on the business. Training and awareness Make sure employees understand the BCP through education and regular training so they know what to do during disruptions. This preparation helps the organization respond effectively and minimize disruptions to its operations. Overall, your program should include training on the BIA, recovery strategies, incident response plan, and communication and crisis management plan.  Try Wrike for free Step-by-step guide to creating a business continuity plan template Business continuity planning is a critical process for any organization. Here is your step-by-step approach to creating a BCP template. Step 1: Assemble a business continuity team Assemble a business continuity team consisting of employees from various departments and functions, such as IT, operations, finance, and human resources. These staff members, who know the organization’s important tasks, will create and put the BCP template into action. Also, it is important that the team members have the necessary resources and support to carry out their responsibilities effectively. This may involve giving the team training, making sure they have the right tools and technology. Step 2: Conduct a risk assessment Next, conduct a comprehensive risk assessment to identify internal and external risks that may impact the organization’s operations. The assessment should consider a range of scenarios, including natural disasters, cyberattacks, and other potential disruptions. It should also take into account the potential impact of these risks on the organization’s critical functions.  Step 3: Identify critical business functions After assessing risks, determine which essential tasks must continue during a disruption. Critical functions are the top tasks the organization needs to prioritize, such as assisting customers, handling orders, and managing finances. Remember to involve key stakeholders in the identification of critical functions.  Step 4: Develop recovery strategies Next, develop recovery strategies that outline the procedures for restoring each function in the event of a critical disruption. Make sure you test and validate your strategies for effectiveness so you can implement them quickly and efficiently. This testing may involve conducting simulations or other exercises to identify any gaps or weaknesses in your recovery strategies. Step 5: Create an incident response plan Craft a plan that provides details on how the organization will respond to an incident. Ensure the procedures detail how to reach the crisis management team, evaluate the situation, and talk to stakeholders, employees, and customers. Make sure the plan explains how to use recovery strategies from Step 4 quickly and effectively when there’s a problem. Step 6: Establish a communication plan Develop a communication plan that outlines how to approach all stakeholders, employees, and customers regarding the disruption and the organization’s response. This plan needs a crisis management team, and their job is to organize how the organization deals with the problem. Establish this team in advance, and have their contact information readily available. Step 7: Train and educate employees Train and educate employees on the BCP and their responsibilities so that they know what to do during a disruption. Do practice runs often to make the plan work better. Everyone, including those not in the business continuity team, should take part. Step 8: Regularly review and update the plan Every year, go and update the BCP template to ensure accuracy. This will make sure it still works and fits any changes in the company’s operations, risks, and threats. It is also important to review the BCP following any significant changes to the organization’s operations or infrastructure. This may include changes to key personnel, IT systems, or the business’s physical location. Business continuity plan example In this business continuity plan example, we’ll explore the key components of a robust strategy to ensure an organization can weather unexpected disruptions. Let’s consider a manufacturing company. Its BCP might include strategies for relocating production to alternate facilities in case of a natural disaster or supply chain interruption. It may also detail communication protocols to keep employees, customers, and stakeholders informed during such events. Additionally, the plan could address data backup and recovery procedures to ensure critical information remains accessible. With a good business continuity plan, organizations can avoid long disruptions. They can keep a good reputation and hold on to trust from customers and partners, even in tough times. How Wrike can help with a business continuity plan template Wrike helps organizations create and maintain a good business continuity plan by being a flexible project management and collaboration platform. By leveraging Wrike, businesses can streamline their continuity planning efforts in several ways. Wrike helps team members communicate and work together easily, with real-time updates and task assignments — especially important during crises. Secondly, the platform supports comprehensive document management, making it easy to store and access critical documents, such as emergency response protocols and contact lists. Moreover, Wrike’s customizable workflow automation guarantees that it meets crucial tasks and deadlines without fail. This enhances the speed and efficiency of responding to disruptions, ensuring that the business can recover quickly and minimize downtime.  In summary, Wrike provides a robust framework for designing, implementing, and maintaining a business continuity plan, helping organizations safeguard their operations and respond effectively to unforeseen challenges. Conclusion A BCP is essential for any organization that wants to ensure business continuity during a disruption. You can create a BCP template by following the steps in this article. This template will assist your organization in managing risks and recovering from disruptions. Remember to review and update your plan regularly and educate your employees to ensure its effectiveness. Ensure your organization’s resilience by crafting an effective business continuity plan template with Wrike. Start your free trial today and safeguard your business from unforeseen risks and disruptions. Note: This article was created with the assistance of an AI engine. It has been reviewed and revised by our team of experts to ensure accuracy and quality.

3 Templates for Performance Improvement Plans
Leadership 10 min read

3 Templates for Performance Improvement Plans

In today’s fast-paced work environment, it is crucial to identify areas where an employee’s performance may need improvement. Employers use performance improvement plans (PIPs) to help employees improve their performance. PIPs need to include a timeline and steps to follow. In this article, we will cover the top three performance improvement plan templates that can effectively boost performance. Empower your organization with Wrike’s high-performing templates, designed for enhancing employee performance. Start a 14-day free trial with Wrike and establish effective performance improvement plans (PIPs) tailored to meet your team’s needs. Try Wrike for free Understanding performance improvement plans Before diving into the templates, it is essential to gain an in-depth understanding of what performance improvement plans are. PIPs are a formal process that employers use to address an employee whose performance is below expectations. The primary purpose of a PIP is to provide a roadmap to these employees, so they can see the changes that must be made in their performance.  The importance of performance improvement plan templates A PIP is not just a tool to corner employees or to justify taking disciplinary action. It is an opportunity to provide a clear roadmap and encouragement to employees to help them strengthen their work. When handled positively, PIPs can enhance productivity and morale in the workplace. Employees with a PIP believe their employer supports their success, motivating them to improve their performance. Key elements of an effective performance improvement plan An effective PIP is characterized by several elements. First, it must be specific and measurable, outlining a clear course of action and time frame. The worker needs to know what is expected of them and how to improve their performance.  Second, it should include support and resources via training or mentorship, as employers can use these to help employees succeed.  Last, an effective PIP must provide regular check-ins to track progress and make adjustments accordingly. The employee and their manager would meet regularly to discuss progress and make any necessary changes to the plan. Overall, an effective PIP can be a valuable tool for both employers and employees. By providing a clear roadmap and support, employers can help employees improve their work and create a more positive work environment. Wrike can help employees achieve their personal development goals Wrike can empower employees to achieve their personal development goals through a performance improvement plan by offering a centralized platform for goal setting and tracking. Wrike allows employees to collaborate with their managers in setting goals and targets. This ensures that their personal growth is in line with company priorities. The platform also helps employees stay on track and get feedback, creating a supportive environment for personal and professional growth. Template 1: Basic performance improvement plan Overview of the basic template The basic performance improvement plan template is a simple strategy for first-time offenders or employees with general performance concerns. It is a useful tool for managers looking to help improve employee performance. This template provides a structured approach, where clear action steps are outlined and assigned to each struggling employee. When to use the basic template The Basic PIP template should be used when the expectations of employees are not being met for the first time. This template is for employees with general performance issues that can be improved with guidelines and better communication. In addition, the basic PIP template is a proactive approach to addressing performance issues before they escalate and become more serious. It’s important to note that the basic PIP template is not suitable for all performance issues. If an employee’s performance issue is more complex or requires significant training or development, a different PIP template may be more appropriate. Tips for implementing the basic template To use the basic PIP template effectively, managers should provide clear guidance and support to employees. This includes breaking down the expectations clearly, providing training tools if required, and sharing feedback when necessary. It is essential to provide routine checkpoints to monitor progress and identify slight tweaks to increase positive outcomes. Managers should also create a supportive environment for employees to boost their performance. This includes providing regular feedback and recognition for progress made. It is important to approach the basic PIP template with a positive and constructive attitude, focusing on betterment rather than punishment. Template 2: Goal-oriented performance improvement plan Overview of the goal-oriented template The goal-oriented PIP template is an effective strategy for addressing specific areas of improvement that can be measured. This template is ideal for managers who want to help their employees achieve their full potential by setting clear and achievable goals. By using this template, managers can provide their employees with a roadmap for success, which can increase their motivation and productivity. Additionally, this template provides a structured approach to addressing performance issues, which can help to prevent misunderstandings and conflicts. Excel by setting SMART goals The SMART goal technique is ideal for this strategy, emphasizing that goals should be specific, measurable, achievable, relevant, and time-based. Managers and employees can set clear goals that match the company’s objectives and the employee’s career goals. For example, if an employee is struggling with time management, a reasonable SMART goal could be to reduce the time it takes to complete a task by 20% within the next month. The goal sets a specific time and amount for the employee to improve in a task. This makes it easier to track progress and provide feedback. Monitor progress and adjust goals After setting SMART goals, it is essential to monitor progress regularly and adjust goals based on employee feedback. For this template, it is beneficial to schedule short meetings to discuss performance and make adjustments continually. During these meetings, managers can provide feedback on the employee’s progress and offer support and guidance to help them achieve their goals. If the employee is making progress, more challenging goals can be set. If the employee is struggling, the manager can provide additional resources and support to help them overcome the obstacles they are facing. Template 3: Skills development performance improvement plan Overview of the skills development template The skills development PIP template is a great option for employees who display a specific skill set gap that requires improvement. However, it is important to note that this template is not a one-size-fits-all solution. Each employee has unique strengths and weaknesses, and it is necessary to tailor the plan to their individual needs. One way to identify skill gaps is through regular performance evaluations. These should be conducted in a supportive manner, with managers providing constructive feedback and guidance for improvement. Also, employees should be encouraged to self-evaluate and identify areas where they feel they could improve. Identify skill gaps and areas for improvement Managers should work with employees to identify areas of development and the necessary skill sets required. Similar to the goals outlined in Template 2, this template also requires setting SMART goals. Breaking tasks into smaller steps helps employees reach goals and feel accomplished. It is also crucial to provide adequate training and support to help employees develop the necessary skills. This may involve providing access to online courses, workshops, or mentoring programs. By investing in employee development, organizations can show they value their employees and are committed to their growth. Create a skills development action plan The skills development PIP has a heavy focus on the development of specific skills. As such, managers must document critical elements such as training modules, the designated trainer, and the expected outcomes. This documentation will confirm that the plan is being followed and that progress is being made toward the goals. It is also important to regularly review the plan and make adjustments as needed. As employees develop new skills, their goals may change, and it is essential to update accordingly.  This template has multiple uses within a company. It can be used to improve communication and teamwork. It can also be used for learning coding and data analysis. By providing employees with the tools and support they need to develop their skills, organizations can enhance their overall performance. Conclusion PIPs are an essential and effective tool for meeting improvement goals for an employee’s performance and productivity in the organization. Choosing the right template that suits the nature of the performance issues can make all the difference. By providing a clear roadmap, setting specific goals, and providing training and ongoing support, employees can excel and grow in their roles.  Take the time to implement PIPs effectively to maintain a positive work culture and invest in the success of employees. By doing so, your organization can create a productive workforce with a successful team that knows how to go about achieving the company’s goals. Boost your team’s performance even further by creating effective performance improvement plan templates in Wrike. Start your free trial today and leverage powerful tools to foster a performance-driven culture. Try Wrike for free Note: This article was created with the assistance of an AI engine. It has been reviewed and revised by our team of experts to ensure accuracy and quality. 

Efficiency Unleashed: Exploring Transformative Trends for 2024

Efficiency Unleashed: Exploring Transformative Trends for 2024

Get free ebook
The Ultimate New Employee Onboarding Template for a Smooth Start
Leadership 10 min read

The Ultimate New Employee Onboarding Template for a Smooth Start

Starting a new job can be an overwhelming experience for any employee. From learning new faces and names to getting up to speed with company policies and procedures, the first few days on the job can have a significant impact on their overall experience with the company. That's where effective onboarding comes in.  In this article, we'll cover the importance of onboarding, the key elements of a successful onboarding template, how to customize a plan to meet your company's unique needs, and best practices for implementation.  Transform your new employee onboarding process with Wrike's intuitive work management tools. Craft bespoke onboarding templates and optimize every step of the way with a 14-day free trial of Wrike. Try Wrike for free Understanding the Importance of Effective Onboarding Effective onboarding goes far beyond simply introducing new hires to their coworkers and giving them a tour of the office. A well-structured onboarding process can set the stage for a positive and productive work experience, while a haphazard or nonexistent process can have the opposite effect. During onboarding, new employees should be given a comprehensive overview of the company's mission, values, and culture. This will help them understand how their role fits into the bigger picture and what they can do to contribute to the organization's success. Additionally, new hires should be introduced to their team members and given the opportunity to ask questions and get to know their new colleagues. The benefits of a well-structured onboarding process Here are some benefits of having a strong onboarding process: Increased productivity and efficiency: When new employees have a clear understanding of their roles and responsibilities, they are better equipped to get up to speed and start contributing to the company as quickly as possible. They can start making a positive impact on the company's bottom line sooner, which can help to justify the investment in their training and development. Improved employee retention: Employees are more likely to stay with an organization that has invested in their success from the start. By providing new hires with a supportive and engaging onboarding experience, companies can help to build a sense of loyalty and commitment among their employees. This can reduce turnover rates and save money on recruitment and training costs. Higher employee satisfaction: Starting a new job can be stressful, but an effective onboarding process can help ease some of the anxiety that new hires may feel. By providing them with the information and resources they need to succeed, companies can help new employees feel more confident and empowered in their roles. The impact of onboarding on employee retention and satisfaction The first few weeks on the job are critical to establishing a positive employee experience. This means that companies that invest in their onboarding process are more likely to retain their top talent and build a strong, loyal workforce. A good onboarding experience can also have a positive impact on employee satisfaction. When new hires feel supported and valued by their employer, they are more likely to be engaged and motivated in their work. This can lead to higher levels of job satisfaction, which means better performance and productivity in the long term. Key Elements of a Successful Onboarding Template Now that we've established the importance of onboarding, let's take a closer look at the key elements that should be included in any effective onboarding template. Preparing for the new employee's arrival The onboarding process begins long before the employee's first day on the job. Assign someone to reach out and confirm their start date and time. Parking or transportation information should also be provided, along with any necessary paperwork or instructions. This will help new employees feel prepared and excited to start their new role. Also, think about sending a welcome email or package to the new employee prior to their start date. This could include a welcome letter from the CEO, company swag, or other small gifts to make the new employee feel welcomed and valued. First-day essentials On the employee's first day, make sure to treat them like a priority. Assign a point of contact to greet and guide them through the onboarding process. This could include a tour of the office, introductions to key team members, and an overview of company policies and procedures.  Organize a welcome breakfast or lunch for the new hire to meet their new colleagues and start building relationships. A positive way to “break the ice” can help new team members feel more comfortable and connected to their colleagues from the outset. Setting clear expectations and goals New employees should have a clear understanding of their roles and responsibilities, as well as the goals they need to achieve in order to be successful. Setting concrete expectations and goals helps instill confidence in their abilities and an understanding of how they fit into the bigger picture; this can be done through an individual meeting with the new team member’s manager.  Providing necessary resources and support New hires will need access to certain tools and resources to do their jobs effectively. Make sure they have everything they need in terms of technology, equipment, and training to get started. Assign a mentor or buddy to answer any questions they might have and provide support as needed. Create a training schedule for the new employee to ensure they receive all necessary training in a timely manner. This serves as an opportunity for them to ask clarification questions, which could reduce the likelihood of mistakes or misunderstandings in the future. While you could outline this process in excel or in a written format, you can make the process much easier through the implementation of a project management tool like Wrike.  To illustrate some of Wrike’s capabilities, here's a snapshot of how projects are managed using a Gantt chart. Using a workflow like this can be particularly useful in planning and visualizing the onboarding process timeline. Try Wrike for free Ongoing communication and feedback Remember that the onboarding process shouldn't end after the first week or two on the job. Regular communication and feedback are critical to providing a supportive framework that encourages new employees to achieve their goals. Schedule regular check-ins to provide feedback, answer questions, and address any concerns new employees may have. Creating a Customized Onboarding Plan Since each company has unique needs, consider the following steps when customizing your onboarding process: Assessing your company's unique needs Prior to crafting your plan, assess your company's current onboarding process, especially the strengths and areas for improvement.  Also consider taking the time to evaluate your organization’s culture and values, as well as the specific needs of each role within the company.  If your company culture values collaboration and teamwork, you may want to incorporate team-building activities into your onboarding process. Alternatively, if your company is fast-paced and deadline-driven, you may want to focus on time management and prioritization skills. Tailoring the onboarding process to different roles Not all onboarding processes are created equal. Different roles within the company may require different training or resources. Tailor the onboarding process to meet the specific needs of each role, ensuring that new hires will have the skills and knowledge they need to succeed. If you're onboarding a salesperson, you may want to focus on product knowledge and sales techniques. On the other hand, if you're onboarding a software developer, you may want to emphasize coding best practices and software architecture. Incorporating company culture and values Effective onboarding goes beyond simply teaching new hires the nuts and bolts of their job. It should also include an introduction to the organization's culture and values, as this aids employees in understanding what makes the company unique and how they can contribute to its success. One way to do so is to have new teammates meet with key stakeholders within the company. This could include the CEO, department heads, or other senior leaders. These meetings can help new employees understand the company's values and goals, as well as their role in achieving them. Another way involves having new hires participate in team-building activities. These activities can help them feel like part of the team and understand how their role fits into the larger picture. Best Practices for Implementing Your Onboarding Template Here are some best practices to consider when implementing your customized onboarding template: Assigning a dedicated onboarding mentor or buddy Setting up a mentorship program or buddy system serves as an excellent way to provide ongoing support and guidance to new employees. In addition, there is potential for a more seamless integration into the company and fostering a sense of connection with colleagues. For instance, the mentor or buddy can help answer questions, provide guidance, and offer support throughout onboarding. This person should be someone who is knowledgeable about the company culture, policies, and procedures. They should be approachable and available to help the new hire navigate any challenges or concerns that may arise. The onboarding mentor or buddy can also help the new hire build relationships within the company. They can introduce the new employee to colleagues and facilitate introductions. Encouraging team-building activities and socialization Creating opportunities for new hires to get to know their colleagues and build relationships can help ease the transition into a new job and foster a positive company culture. Hosting team-building activities or social events, such as team lunches, happy hours, or volunteer events, can be fun and engaging, while also providing new team members with a chance to connect with their colleagues on a more personal level.  Regularly evaluating and updating your onboarding process Onboarding should be an ongoing endeavor. Regularly evaluate your process to identify areas for improvement and make updates as needed. Gather feedback from new hires to better understand their experiences and identify areas for improvement. This feedback can be collected through surveys, focus groups, or one-on-one conversations. Use this valuable feedback to make updates to your onboarding procedures, such as adding new training modules, adjusting the length of the onboarding period, or incorporating new team-building activities.  By following these key elements and best practices, your organization can create an effective onboarding process that sets new hires up for success and contributes to overall employee satisfaction and retention. Give your new hires a seamless onboarding experience with tailor-made onboarding templates in Wrike. Start your free trial today and accelerate the integration of new talent, promoting a motivated workforce. Try Wrike for free   Note: This article was created with the assistance of an AI engine. It has been reviewed and revised by our team of experts to ensure accuracy and quality.

Great Interview Questions for Hiring Great Project Managers
Project Management 10 min read

Great Interview Questions for Hiring Great Project Managers

Project managers are responsible for the successful completion of key projects for businesses, as they help navigate challenges and ensure that deadlines and budgets are being met. Because of their important role within the company, hiring the right project manager is a critical task that can be made easier if you screen for their technical knowledge and leadership abilities. Streamline your project management hiring process with Wrike's comprehensive platform. Explore the essential features that a great project manager can bring to your workflow with a 14-day free trial of Wrike. Try Wrike for free Understanding the Role of a Project Manager A project manager is an essential part of any project team. They oversee the entire project and make sure that everything runs smoothly. They also work hard to complete the project on time, within budget, and to the satisfaction of all stakeholders. Whether the task is a large-scale construction project, a new software development initiative, or a marketing campaign, the project manager is ultimately responsible for its success or failure. They must have a strong command of project management methodologies, tools, and software proficiency, as well as financial management skills. However, being an effective project manager requires more than just technical expertise. They must also possess strong leadership and communication skills, along with the ability to manage teams that produce successful outcomes. They need to be able to inspire and motivate team members, maintain a positive work environment, and keep everyone focused on the project goals. Key Responsibilities of a Project Manager A project manager wears many hats throughout the course of a project. They are tasked with defining goals and objectives, developing detailed plans, leveraging appropriate project management tools, overseeing progress, and ensuring that everyone is working together towards the objectives. Also, it is essential that they effectively communicate the project status and any risks and issues to the executives and stakeholders. One of the most important responsibilities of a project manager is risk management. They need to identify potential risks early on in the project and develop strategies to mitigate them. They must also be able to adapt to changing circumstances and make quick decisions when necessary. Another important trait of an effective project manager is resource management. They need to ensure that the project team has the resources necessary to complete tasks on time and within budget. This includes managing personnel, equipment, and materials. Essential Skills for Successful Project Management Project managers must be detail-oriented and possess excellent organizational skills. They should also be high-energy and team-oriented, with a talent for negotiation, conflict resolution, and decision-making. With strong communication skills, project managers can inspire and motivate team members. Project managers must also be able to think strategically and understand how their project fits into the broader goals of the organization. They need to be able to balance competing priorities and manage stakeholder expectations effectively. Finally, successful project managers must have a passion for what they do. They need to be committed to delivering high-quality results and be willing to go above and beyond to ensure project success.  With the right combination of technical expertise, leadership skills, and passion, project managers can help their organizations achieve goals and deliver successful projects on a consistent basis. Preparing for the Interview Effectively preparing for interviews involves more than just scheduling a time and date. As a hiring manager, it is important to take the time to carefully research the candidate, tailor your questions to your company's needs and set the stage for an effective interview. Researching the Candidate's Background Researching the candidate's background goes beyond just reading their resume and cover letter. Take the time to explore their online presence, such as their LinkedIn profile or personal website. By gaining a deep understanding of their background, you can prepare more targeted interview questions and ensure that you ask the relevant questions. Tailoring Questions to Your Company's Needs Each company has unique requirements for project managers, and the interview questions should be tailored to your specific needs. It is important to ask questions that seek to assess the candidate's skills in target areas, such as project management methodologies, tools and software proficiency budgeting, and team management. For example, if your company uses a specific project management tool or software, it is important to ask the candidate about their experience with that tool. Similarly, if your company has a specific budgeting process or team management structure, ask questions that allow the candidate to showcase their experience in those areas. Setting the Stage for an Effective Interview This step involves making the candidate feel comfortable and relaxed while also conveying a professional and business-like environment. Consider the physical setting of the interview. Is it in a quiet room with minimal distractions? Are there comfortable chairs for the candidate to sit in? These small details can make a big difference in how the candidate perceives the interview experience. It is also important to consider the structure of the interview. Consider asking open-ended questions that give the candidate plenty of room to speak, as they allow you to assess their fit for your organization and specific project needs. Avoid asking yes or no questions, which do not allow for much elaboration or discussion. Overall, preparing for an interview takes time and effort, but is well worth it in the end. By researching the candidate's background, tailoring your questions to your company's needs, and setting the stage for an effective interview, you can ensure that you find the right candidate for the job. Questions to Assess Technical Knowledge Questions that test a candidate's technical knowledge are an essential part of the interview process. These questions should assess the candidate's proficiency in project management methodologies, tools, software, and budgeting. Project Management Methodologies Asking situational questions and exploring a candidate's experience is an effective way to assess the candidate's knowledge of project management methodologies. You can ask questions such as, "What project management methodology do you prefer and why?" or "Have you ever managed an Agile project before, and if so, describe how you managed it." For instance, a candidate who is experienced in the Scrum methodology might describe how they have used daily stand-up meetings to keep team members accountable and on track. Alternatively, a candidate who has worked with the Waterfall methodology might explain how they have used detailed project plans to keep stakeholders informed and aligned. Tools and Software Proficiency Project managers require technical skills and expertise to use project management tools and software effectively. You can assess a candidate's proficiency by asking technical questions, such as "What are your five favorite tools for managing Agile projects?" For example, a candidate might mention JIRA, Trello, Asana, Wrike, and Smartsheet. They might elaborate on how they use these tools to manage tasks, track progress, and collaborate with team members. On the other hand, a candidate who is less familiar with these tools might describe how they have used spreadsheets and email to manage projects in the past. Budgeting and Resource Allocation Effective budgeting and resource allocation are essential for project success. To screen a candidate’s financial management skills, you can ask open-ended questions such as, "Describe your experience with budgeting and resource allocation" or "What tools and techniques have you employed to optimize your budget?" A candidate might explain how they have used historical project data to estimate costs or worked with finance teams to secure additional funding. They might also describe how they have used resource allocation tools to balance workloads across team members and ensure that projects are completed on time and within budget. Try Wrike for free Questions to Evaluate Leadership Skills Besides technical knowledge, leadership skills are equally crucial for a successful project manager. The right candidate should be an effective leader with skills like team building, conflict resolution, decision-making, and problem-solving. Team Building and Conflict Resolution Team building and conflict resolution are key components of managing project teams. You can assess a candidate's skills in this area with questions like, "Describe a complex team-building situation you've been in and what techniques you used to resolve the situation." Team building is the process of creating a cohesive and productive team that works together to achieve a common goal. A good leader should be able to identify the strengths and weaknesses of each team member and use that information to build a strong team. A leader should also be able to recognize and address conflicts within the team. Conflict resolution involves identifying the root cause of the conflict, listening to all parties involved, and finding a solution that satisfies everyone. Finally, a leader should be able to effectively communicate with team members and mediate conflicts to ensure a positive work environment. Decision-making and Problem-solving Successful project managers need to make quick and effective decisions and solve complex problems on the fly. Some effective questions to ask could be, "What's the most difficult situation you've faced in a project, and explain how you resolved it." Decision-making involves gathering information, analyzing options, and choosing the best course of action. A good leader should be able to make decisions quickly and confidently while taking into account the opinions and concerns of team members. Problem-solving involves identifying the root cause of a problem, brainstorming solutions, and implementing the best solution. A leader should be able to think creatively and outside the box to find innovative solutions to complex problems. Communication and Negotiation Effective communication and negotiation skills are essential for project managers. You can ask questions such as, "Describe a project where you had to negotiate a contract" or "How do you ensure effective communication between stakeholders and the project team?" Communication is the exchange of information between team members and stakeholders. A good leader should be able to communicate effectively with team members, stakeholders, and clients. Effective communication involves active listening, clear and concise messaging, and adjusting communication style to fit the audience. Negotiation involves finding a mutually beneficial solution when there are conflicting interests. A leader should be able to negotiate effectively to ensure the success of the project. Conclusion Hiring a great project manager is critical in ensuring successful outcomes for your business projects. Assessing the candidate's technical knowledge and leadership skills is a vital part of this process, and the right questions will help you identify the right candidate for your unique needs. Ensure you hire the best project managers with insightful interview questions, and then join forces with Wrike to set your team up for success. Start your free trial today and empower your project managers with a robust work management platform. Try Wrike for free Note: This article was created with the assistance of an AI engine. It has been reviewed and revised by our team of experts to ensure accuracy and quality.

Setting the Benchmark: Sample Department Goals  for Long-Term Success
Leadership 7 min read

Setting the Benchmark: Sample Department Goals for Long-Term Success

In order for companies to achieve long-term success, it is crucial to establish thoughtful and effective department goals. But what does it take to create department goals that truly set the benchmark for success? In this article, we will explore the importance of department goals, how to set SMART goals, and provide specific examples for various industries. Ensure your department goals are designed for long-term success by implementing a powerful tool like Wrike. Sequence, organize, and track your objectives effortlessly with a 14-day free trial of Wrike's advanced work management tools. Try Wrike for free Understanding the Importance of Department Goals When each department has clear goals, it aligns its efforts and resources toward the same outcome. Since each team has a specific target to aim for, they know what to prioritize. This leads to better communication and collaboration among employees, higher productivity and engagement, and a focus on continuous improvement.  Aligning Department Goals with Company Vision Department goals should always be aligned with the company’s overall vision, as everybody should be working towards the same objectives. When creating goals, it’s important to consider how they will contribute to the company’s long-term vision and mission. This not only helps to keep the department on track but also provides a sense of direction and purpose for every employee. If a company’s goal is to become a leader in sustainable practices, each department’s goals should reflect this vision. The marketing department may set a goal to promote the company’s sustainable initiatives, while the operations department may set a goal to reduce waste and implement energy-efficient practices. Enhancing Employee Engagement and Satisfaction Department goals also have a direct impact on employee satisfaction and engagement. Additionally, having clear goals reduces employee stress, which can lead to a better work-life balance. Driving Continuous Improvement and Innovation Setting department goals that focus on continuous improvement and innovation is crucial for keeping pace with the ever-changing business landscape. Departments can push themselves to go beyond their current capabilities and continuously improve, since there is potential for implementing new ideas and approaches that further drive the company forward. A sales department may set a goal to increase sales by 10% in the next quarter. To achieve this goal, they must think outside the box. Various solutions would include exploring new markets, developing new products, or improving their sales techniques.  Marketing teams can set a goal to improve project efficiency more easily through the use of a project management tool with multiple views like we offer with Wrike - when everything is in clear view, meeting and exceeding goals becomes far easier. Try Wrike for free Setting SMART Department Goals To create effective department goals and have a quantifiable way to measure success, it’s important to follow the SMART framework (Specific, Measurable, Attainable, Relevant and Realistic, and Time-Bound).  Specificity in Department Goals Department goals should be specific and well-defined. This means outlining exactly what the department will achieve and how they plan to achieve it. A specific goal could be to “Increase sales revenue by 20% in Q3 by launching a new marketing campaign.” This provides a clear direction for the entire department. Measurable Outcomes Goals should be measurable to track progress and success. This translates to creating metrics such as tracking website traffic or monitoring sales numbers.  Measuring outcomes also helps to identify areas of improvement. By regularly monitoring progress toward the goal, adjustments can be made to keep the department on track toward achieving the goal. Attainable Objectives Goals should be challenging but also attainable. Pause to evaluate the department's resources and capabilities when setting the goal. An unattainable goal can lead to a lack of motivation and a decrease in productivity.  However, keep the department’s capacity for growth in mind. By setting goals that challenge the department’s capabilities, growth can be achieved while ensuring that the goals are still within reach. Relevant and Realistic Targets Department goals should be relevant and realistic to the company’s overall vision and mission. Using the given timeframe and available resources, align goals with the department’s core responsibilities.  Time-Bound Goals Goals should have a clear timeframe and deadline. This keeps the department focused and on track toward the target when everyone is working on their tasks. It also establishes a culture of accountability, as you can conduct progress monitoring through regular check-ins and adjustments. Examples of Goals for Various Industries Every department in an organization has its own set of SMART goals and objectives that are aligned with the overall business strategy. Here are some examples for various industries: Sales and Marketing Goals The sales and marketing department is responsible for generating revenue and increasing brand awareness. To achieve these goals, they need to concentrate on acquiring new customers and retaining existing ones. One of the best ways to do this is by launching a new digital marketing campaign targeted at the ideal customer persona. This can help increase the number of leads generated by 50% in Q2. Additionally, the team can work on improving customer engagement by creating personalized content and offering promotions that align with their interests. This serves as an opportunity to increase customer loyalty and retention rates. Human Resources Goals The human resources department is tasked with managing the organization's most valuable asset - its employees. To do so, they need to focus on improving employee engagement and retention rates. Implementing a new wellness program and regular check-ins with managers is a great strategy to utilize, as this can increase employee satisfaction scores by 10% by Q4. The team can also work to streamline hiring processes by using technology solutions such as applicant tracking systems and video interviews. This can help reduce the time-to-hire and ensure that the organization hires the best talent. Finance and Accounting Goals The finance and accounting department must manage the organization's financial resources. To accomplish this, they need to work on reducing costs, improving cash flow, and increasing profitability. Renegotiating vendor contracts and implementing more efficient billing processes will increase cash flow by 25% in Q3. Use data analytics to identify areas where the organization may reduce costs and increase profitability in the long run. Information Technology Goals The information technology department is responsible for managing the organization's technology infrastructure. To achieve this, they need to focus on improving system uptime, increasing cybersecurity measures, and developing new technology solutions. One of the best ways to do this is by implementing regular system backups and a preventative maintenance plan. This can help reduce system downtime by 50% in Q2. The team can improve overall efficiency and output by developing new technology solutions, such as mobile applications and cloud-based systems.  Operations and Supply Chain Goals The operations and supply chain department must know how to manage the organization's supply chain and ensure that products are delivered on time and at the right quality. To accomplish this, they need to improve supply chain efficiency, reduce costs, and enhance product quality. By implementing a new inventory management system and improving communication with suppliers, lead time could be reduced by 20% in Q3. Additionally, the team can work on improving product quality by using data analytics to identify areas where the organization can make improvements. This ensures that the organization delivers products that meet customer expectations. Conclusion Setting benchmark department goals is crucial for the success of any company. By aligning department goals with the company’s overall vision, setting SMART goals, and continuously monitoring progress, departments can contribute to the organization’s success and drive long-term growth.  By using the department goals examples provided for various industries, companies can begin to create objectives that are specific, measurable, attainable, relevant and realistic, and time-bound. A recipe for long-term success, organizations will see the fruits of their labor in the form of increased employee engagement and satisfaction and greater innovation. Set your department up for long-term success with effective goal-setting powered by Wrike's advanced work management tools. Start your free trial today and unlock better collaboration, strategic planning, and measurable results. Try Wrike for free   Note: This article was created with the assistance of an AI engine. It has been reviewed and revised by our team of experts to ensure accuracy and quality.

How Quiet Hiring Can Help Companies and Employees Weather Economic Uncertainty
Leadership 7 min read

How Quiet Hiring Can Help Companies and Employees Weather Economic Uncertainty

Quiet hiring is a key work trend for 2023. Learn how it’s affecting companies and employees as they weather economic uncertainty.

Dark Matter of Work: The Cost of Work Complexities in Professional Services
Productivity 5 min read

Dark Matter of Work: The Cost of Work Complexities in Professional Services

Over the past few years, modern work complexities have been eating away at your bottom line through an invisible yet powerful presence in your organization — what we call the Dark Matter of Work. Just as CERN identified Dark Matter as the “invisible” content that makes up 95% of the mass of the universe, the Dark Matter of Work represents activity and details that we can’t immediately see but that have a significant influence on everything around them. From the tools we use to conduct our work to where and when we execute it, work complexities have truly exploded in recent years and will only become more complicated over time — making it increasingly difficult for employees and business leaders to get visibility and truly understand work in progress.  Wrike is focused on shining a light on the Dark Matter of Work. That’s why we recently commissioned research to investigate its impact on professional services leaders, employees, and organizations as a whole. We wanted to understand to what extent Dark Matter exists and discover the financial cost of Dark Matter affecting us all. The results are staggering and can point business leaders towards key ways they can increase efficiency to endure the unknown economic future. Let’s dive into what we found. Impact on professional services While we cannot “see” the Dark Matter of Work, we can identify where it exists. It lives in asynchronous applications and unstructured work, such as instant message threads and video calls, as well as the gaps between systems and applications that aren’t integrated. Without a single work platform that is powerful and versatile enough to track, manage, action, and align all work to goals across an organization, there exists a dangerously low level of visibility amongst knowledge workers and leaders. At present, most professional services leaders generally have little visibility into the work their teams are doing and can’t track the progress of much of that work in real time. And if we ask knowledge workers, they say employer visibility into their work is even lower — suggesting there may be more Dark Matter of Work than we think.  Wasted time Time wasted on activities such as repeating work that’s already been done, attending unproductive meetings, or following up on actions and statuses costs the average enterprise millions. The cost of the Dark Matter of Work The total cost of Dark Matter for professional services teams is quite substantial and will continue to increase exponentially unless addressed. Low visibility For business and professional services leaders, visibility into work has only increased slightly since 2020 — from 51% to 57%. And other professional services workers are struggling to view their assignments and expectations. More human costs Amid the Great Resignation, mass layoffs, and continuing remote work environment, professional services teams must work to address the human costs of the Dark Matter of Work, as well. Too many applications As hybrid work continues, professional services teams rely more and more on applications to connect them. But many of these tech tools don’t integrate with each other, decreasing visibility, increasing wasted time, and resulting in duplicative work. Plus, app integration is also moving at a slow pace from 2020 (46%) to now (53%). Illuminating the path ahead If left unchecked, Dark Matter will increase by 49% in the next five years. According to the survey, the projected cost of Dark Matter in 2027 looks to be: How can you minimize these costs? A single source of truth is essential. Professional services teams need an approach that is robust enough to manage and orchestrate complex workflows and simple enough for team members to use. The organization with full visibility into these workflows and applications and the data they create will be best equipped to overcome the impacts of the Dark Matter of Work and come out on top. For more on the Dark Matter of Work, its costs, and the solutions, check out the full report here — and usher in a new age of digital collaboration. Or start a free two-week trial of Wrike today to see how our work management solution can centralize work and increase efficiency for your professional services team!

What Is an SOP? How to Write Yours
Leadership 10 min read

What Is an SOP? How to Write Yours

SOP stands for “standard operating procedure,” a list of prescribed steps to complete a task. Here’s how to write an SOP for your own team or organization.

Empower Employee Progress with Top Annual Review Templates for Success
Leadership 10 min read

Empower Employee Progress with Top Annual Review Templates for Success

Annual employee reviews are essential to the growth and success of a company. They provide valuable insight into performance, strengths, and areas for improvement. Moreover, they allow managers to identify goals and expectations for the upcoming year.  However, the process of conducting annual reviews can be time-consuming and challenging. To make this process more efficient, many companies use review templates that enable them to provide structured, consistent feedback.  In this article, we will discuss the importance of annual employee reviews, the key components of an annual review template, four effective sample templates, and how to customize yours to your company’s liking. Boost your company's growth by implementing impactful annual employee reviews using Wrike's advanced project management tools. Embrace systematic feedback generation and create custom templates with a 14-day free trial of Wrike. Try Wrike for free The Importance of Annual Employee Reviews Annual reviews are crucial as they help both employees and managers evaluate performance objectively. They offer an opportunity for constructive criticism and feedback to help employees capitalize on their strengths and overcome their weaknesses. Furthermore, annual reviews can also provide insights into how team members can improve their performance to meet organizational goals while fostering a culture of transparency and openness. Boosting Employee Morale and Engagement Annual reviews help to boost morale and engagement, as well as productivity levels.  For example, an employee may have been struggling with a particular task but was afraid to ask for help. During the review, the manager can show they care by providing assistance and resources to help the team member overcome the challenge. Doing so helps to foster an atmosphere of openness and transparency, where teammates can feel free to discuss areas where they need additional support. Another way annual reviews boost morale and engagement is by recognizing and rewarding employees for their hard work. A positive review can include praise for a job well done, which can motivate employees to continue performing at a high level. Identifying Strengths and Areas for Improvement Effective annual reviews should identify an employee’s strengths and areas for improvement. This feedback allows them to identify their areas of expertise and work towards developing those that require improvement. Additionally, it enables managers to recognize employees who have the potential to take on more responsibility or move up the ranks, making succession planning more straightforward. For instance, an employee may have excellent communication skills and work well in a team. The manager can recognize this strength and assign them to lead a project that requires these skills. This benefits the employee by providing them with a leadership opportunity and helps the company by ensuring the project's success. On the other hand, managers can also provide resources and support to assist team members struggling with time management, as this would boost their confidence. Setting Clear Goals and Expectations One of the key benefits of annual reviews is that they provide an opportunity to set clear goals and expectations with employees. By clarifying expectations, team members can focus on what is most important in their roles and what is expected of them to achieve success. This can serve as a motivator, helping your team members work towards and achieve defined goals with their personal growth and the success of the company in mind. During the review, the manager can work with the employee to set specific goals. The purpose is to set goals that are realistic and achievable and ensure that the employee has a clear understanding of job expectations. Moreover, setting clear goals and expectations can help the company achieve its objectives. If the company is looking to increase sales, the manager can set a goal for the employee to generate a specific amount of revenue in the next quarter.  Key Components of an Effective Annual Review Template A well-designed annual review template affirms that the process is fair and consistent across the organization. It also provides a structured approach to performance management, which helps to align employee goals with organizational objectives. Here are some of the key components of an effective annual review template: Employee Self-Assessment An employee self-assessment is a valuable tool that allows employees to reflect on their performance and growth within the organization. It encourages team members to take ownership of their professional development and identify areas where they can improve.  During the self-assessment, employees can reflect on their accomplishments, challenges, and areas for improvement. They can also evaluate their manager's performance and suggest ways to improve the working relationship. This feedback can help managers understand their employees' perspectives and make adjustments to their management style where necessary. Manager's Assessment The manager's assessment is another critical component of the performance review process. It serves as a chance for them to provide honest, specific, and actionable feedback on performance and any areas for improvement.  Managers should review performance against the goals and objectives set at the beginning of the year. They should also consider the employee's contributions to the team and the organization as a whole.  Goal Setting and Performance Metrics Goal setting and performance metrics are necessary parts of an effective review template. These components help to motivate team members and allow them to feel in control of their work. Simultaneously, they allow management opportunities to coach where needed and an efficient way to track progress and measure success over time. It’s recommended for managers to work with employees to set goals for the upcoming year, essentially creating a roadmap to success. Remember to align these goals with the organization's objectives and the individual person’s career aspirations. You can track goals using project management software tools like Wrike. With an online project management tracker, OKR tracking becomes automated and real-time project progress becomes effortless. Try Wrike for free Professional Development Opportunities An effective performance review must also include professional development opportunities. It should allow employees to suggest ideas for potential training or development opportunities, as companies should emphasize a focus on ongoing learning and development. By offering insights into future growth opportunities, employees can feel more engaged and committed to the company's future ambitions. While in the review process, managers should discuss potential development opportunities with employees, such as training programs, mentoring, or job shadowing. In the long term, employees can reach their full potential and contribute more effectively to the organization. Top Annual Review Templates for Success Creating an effective review template can be challenging. To help you get started, here are four top annual review templates for success: The Balanced Scorecard Approach The balanced scorecard approach is a methodology that measures an organization's performance from a strategic perspective. Here, managers create objectives and key performance indicators (KPIs) for individual employees that align with organizational goals. By doing so, the review template is uniquely aligned with the company's ideal outcomes and contributes to employee growth in the organization's desired target areas. For example, if a company values customer satisfaction, an employee's KPIs may include customer feedback and retention metrics.  The 360-Degree Feedback Model The 360-degree feedback model utilizes insights from managers, peers, customers, and other lines of management. By incorporating suggestions from other perspectives into employee reviews, immediate managers gain a more holistic perspective of the behavior, skills, and knowledge they may reflect in their job. Receiving feedback directly from those whom they interact with daily also helps employees gain more self-awareness regarding possible areas of improvement.  A peer may critique an employee's communication skills, while a customer may offer insights into their product knowledge and responsiveness. This allows for a more comprehensive view of an employee's performance and can lead to more targeted development plans. The Management by Objectives (MBO) Method The MBO method is a performance management technique that focuses on setting and achieving annual goals through collaboration between managers and employees. In an MBO review, managers and employees work together to create personalized objectives for the year that are measurable and achievable. Employees may set a goal to improve their project management skills, aligning with the company's objective to increase efficiency and productivity. By working collaboratively with their manager, the employee can create a plan to achieve this goal, including attending training sessions or shadowing a more experienced colleague. The SMART Goals Framework The SMART goals framework is a rigorous tool that improves goal-setting techniques for both managers and employees. Recall that SMART goals are Specific, Measurable, Attainable, Relevant, and Timely. This technique ensures that objective setting is transparent for both employees and managers and adds structure and accountability to the goals and objectives. By adhering to these principles, employees are more able to track progress, and managers can motivate employees to achieve greater performance more effectively. Instead of setting a general goal to "improve communication skills," an employee may set a SMART goal to "increase the number of successful sales calls by 10% in the next quarter by improving active listening skills and asking open-ended questions." This approach provides a clear and measurable objective that both the employee and manager can track and evaluate. Customizing Your Annual Review Template Aligning with Company Culture and Values Customizing review templates makes alignment with the culture and values of the organization much easier. By taking these attributes into account, the review process is tied to the goals of the company, creating a sense of shared understanding and buy-in. This customized approach also helps managers reflect upon the company's values in their feedback to employees, reinforcing commitment to those values within the review process. Incorporating Employee Feedback In order to make the review process more effective, it is essential to incorporate feedback from employees themselves. Management should regularly seek this feedback as it can help tailor review policies to individual employee needs. It can also allow for a more nuanced perspective on how to deliver effective and motivating suggestions for better results.  Adapting to Different Roles and Departments It's important to keep in mind that the process of conducting annual reviews can vary depending upon the role and department of individual employees. Team leaders may require a different template or specific areas focused on that may not be useful for staff within a different department. Therefore, companies should always create templates that can fit specific needs to align with the organizational mission and vision.  Empowering Employee Progress with Top Annual Review Templates for Success Effective annual review templates are essential in empowering employee progress. By providing a structured and effective review process, they help employees understand their strengths and areas for improvement, motivate them to perform at the highest level, and align employee goals with the company's mission and vision.  Annual reviews also provide a framework for honest and constructive feedback. This encourages teams to work towards meeting performance objectives, improving quality and productivity, and developing their professional potential. By leveraging the top review processes and customizing them to your team's needs, you can create a more engaged and motivated workforce that empowers progress and moves your business forward.  Enhance your team's growth and performance with strategic annual review templates crafted in Wrike's advanced platform. Begin your free trial now to facilitate productive discussions and continuous development that drives success. Try Wrike for free   Note: This article was created with the assistance of an AI engine. It has been reviewed and revised by our team of experts to ensure accuracy and quality.

How to Create a Productive Staff Meeting Agenda
Leadership 10 min read

How to Create a Productive Staff Meeting Agenda

Staff meetings are an essential component of running any organization, but they often get a bad reputation for being time-wasters or unproductive gatherings. However, with a well-prepared and thoughtfully crafted agenda, meetings can be a great opportunity to share ideas and create a plan of action. In this article, we will guide you through the process of creating a productive staff meeting agenda. Turn your everyday staff meetings into productive sessions with Wrike's innovative tools. Discover a smarter way to craft meeting agendas and drive team productivity with a 14-day free trial of Wrike. Try Wrike for freeUnderstanding the purpose of a staff meeting agenda Before diving into the practical aspects of creating an agenda, it's important to understand its purpose. The primary objective of a staff meeting agenda is to provide structure and direction to the meeting, helping the team to focus on the most pressing issues and make decisions that benefit the organization as a whole. A well-crafted agenda guarantees that everyone is on the same page and that the meeting remains productive and efficient. Setting clear objectives The first step in creating an effective agenda is to set clear and achievable objectives, which state what everybody should be working towards. Identify the overall purpose of the meeting, and then determine the specific objectives needed to accomplish each agenda item. If the purpose is to discuss the launch of a new product, potential objectives for each agenda item could be to: Introduce the new product to the team Discuss the target market and marketing strategy Determine the pricing and distribution strategy Assign tasks and responsibilities for the launch Identifying key discussion topics After setting clear objectives, you'll need to identify key discussion topics that are relevant to the overall goals of the meeting. Because these topics will be addressed at meeting time, remember to include items that require the input or decision-making of the entire team. Matters that can be handled elsewhere, such as in an email or individual meeting, are best left out. For meetings involving a new product launch, some key discussion topics could be: Product features and benefits Competitor analysis and differentiation Marketing channels and tactics Sales projections and revenue targets Allocating time for each agenda item With your objectives and discussion topics identified, it's time to allocate time for each item on the agenda. Be realistic in your time estimates, and verify that each item is given enough time for thorough discussion and decision-making. Remember, it's better to have a shorter, more focused meeting than a meandering, unproductive one that veers off course. For a new product launch meeting, you could allocate time as follows: Introduce the new product to the team - 10 minutes Discuss the target market and marketing strategy - 30 minutes Determine the pricing and distribution strategy - 20 minutes Assign tasks and responsibilities for the launch - 10 minutes Try Wrike for free Preparing the agenda in advance Preparing an agenda in advance is a key component of running an effective meeting. It sets the tone for a focused and productive meeting, in which everyone is on the same page. However, creating an agenda is not a one-person job. It requires collaboration and input from team members, prioritizing agenda items, establishing a clear format, and encouraging active participation from all employees.  Collaborating with team members Collaboration is essential when it comes to creating an effective and inclusive agenda that addresses everyone’s concerns. You can easily solicit feedback and ideas from team members via formal channels, such as a feedback process, or through more informal methods, such as a group chat or email thread. When collaborating with team members, it's important to be open to their suggestions and to consider their input carefully. Everyone's perspective is valuable and unique, and incorporating their ideas can lead to a more constructive and engaging agenda. Prioritizing agenda items Once you have gathered input from team members, it's time to prioritize your agenda items. This involves considering the urgency and importance of each item and ensuring that the most critical issues are given top priority.  Be sure to communicate with your team members about which items will be addressed and which will be postponed to a future meeting. It's important to be realistic about what can be accomplished in the allotted time and to avoid trying to tackle too much at once. Otherwise, you run the risk of not giving any of your issues the attention they deserve Establishing a clear format The format of your agenda is just as important as the content. A clear, concise, and easy-to-follow format keeps the meeting on track and everybody on the same page. Therefore, each item on the agenda should be numbered or marked, and the time allocated for each task should be clearly indicated. Consider using visual aids, such as bullet points or tables, to make the information more accessible and easy to digest. Also, be sure to distribute the agenda in advance of the meeting and to communicate the format and expectations to all team members. Encouraging active participation Meetings can be a great way to bring your team together, share ideas, and collaborate on important projects. However, if team members are not actively participating, these sessions can quickly become unproductive and frustrating.  Here are some tips to encourage active participation in your next meeting: Assigning roles and responsibilities One of the most practical ways to promote participation and engagement during a meeting is to assign roles and responsibilities to team members. Consider specifying who the facilitator or moderator will be to help guide the discussion, as well as which team members will present or lead on individual agenda items. By giving everyone a clear role, you encourage them to actively contribute and engage with the meeting. One example is assigning someone to take notes or keep track of time to ensure that the meeting stays within the allotted time frame. Fostering open communication Another key element of productive meetings is open, honest communication. Encourage team members to share their opinions and ideas freely and create an environment where everyone feels comfortable contributing. Be mindful of any power imbalances or dynamics that may discourage certain team members from speaking up, and take steps to address these issues proactively. One way to foster open communication is to establish ground rules for the meeting. Asking everyone to listen actively and avoid interrupting others is encouraged, along with asking questions to clarify anything that was confusing. Incorporating team-building activities Finally, try incorporating team-building activities or icebreakers into your staff meetings. These can help to break down barriers and build trust among team members, making your meetings more effective and productive over time. Examples include team trivia games, break-out sessions to discuss non-work topics, or short mindfulness exercises to help team members relax and focus. Not only can team-building activities help to encourage active participation, but they can also help to improve morale and foster a sense of camaraderie among team members. When employees feel connected and invested in one another's success, they are more likely to actively participate and contribute during meetings. Try Wrike for free Ensuring effective time management Effective time management is essential in any successful workplace. It ensures that tasks are completed on time, deadlines are met, and productivity remains high. One of the key areas where effective time management is crucial is during staff meetings. Because meetings can quickly become unproductive if they are not properly managed, you should apply the following tips to improve time management. Sticking to the allocated time for each item Sticking to the allocated time for each item on the agenda can be challenging, especially if there are many items to cover. However, it is essential to confirm that each item is given the attention it deserves without dragging on for too long. Using a timer or timekeeper Using a timer or timekeeper to keep track of the time encourages team members to stay focused on the topic at hand and avoid getting sidetracked by irrelevant or off-topic discussions. If necessary, schedule additional meetings to address any items that couldn't be covered within the allotted time frame. It is also important to ensure that each team member has a chance to speak. Comments should be concise, to the point, and not interrupt others.  Addressing off-topic discussions promptly Off-topic discussions can quickly derail a meeting and waste valuable time. When this situation arises, gently but firmly steer the discussion back to the agenda item at hand, and remind team members of the overall purpose and goals of the meeting. Refocus the conversation on the most important issues, and table any items that can be addressed at a later time. It's also important to verify that everyone is on the same page. Summarizing the key points of the discussion before moving on to the next item on the agenda is one way to do so, as it helps ensure that everyone understands the decisions that were made and what actions need to be taken. Conclusion Effective time management is essential for any workplace, and staff meetings are no exception. By sticking to the allocated time for each item on the agenda and addressing off-topic discussions promptly, you can ensure that your meetings are productive and efficient. Remember to encourage everyone to participate and to keep the discussion focused on the most important issues. With these tips, you can make the most of your meetings and achieve your goals. Keep in mind that a well-crafted and thoughtfully prepared staff meeting agenda is the cornerstone of a productive and effective team meeting. By understanding the purpose of an agenda, collaborating with team members, and encouraging active participation, you can create a structure for your meetings that will lead to better decision-making and a more cohesive team. With practice and patience, your team will soon be running efficient and focused meetings that make the most of everyone's time and talents. Reinvent meeting agendas using Wrike's innovative platform to maximize productivity and communication. Begin your free trial now and discover the secrets of efficient meetings that drive success. Try Wrike for free   Note: This article was created with the assistance of an AI engine. It has been reviewed and revised by our team of experts to ensure accuracy and quality.

4 Things to Consider When Choosing a Tech Business Location
Leadership 5 min read

4 Things to Consider When Choosing a Tech Business Location

The right location can be critical for a good workforce. Here are some of the factors Wrike founder Andrew Filev considers when establishing a new Wrike office.

A Guide to Transition Plans
Leadership 7 min read

A Guide to Transition Plans

In a constantly evolving job market, change is inevitable. Whether it’s a career change, retirement, relocation, or business shift, transition is a part of life. A well-structured transition plan can simplify the daunting task of making a big change. In this article, we will explore how to develop a successful transition plan. Understanding the importance of a transition plan Transition planning is a crucial component for achieving success in any life change situation. Without a plan, you may find yourself floundering or struggling to adapt. A good plan helps you navigate your transition confidently with a clear and simple roadmap.  Benefits of a well-structured project transition plan Having a transition plan offers immense benefits. It makes you feel more in control, reducing anxiety and uncertainty. This, in turn, can help you to stay focused, leading to increased productivity, improved time management, and reduced stress levels. Furthermore, a transition plan can help you to identify potential roadblocks and challenges before they become significant issues. This will keep you on track to achieving your goals. Identifying the need for a project transition plan A project transition plan is important for professional, personal, or business goals. Knowing this from the beginning can help you prepare for the future. It’s important to identify areas in your life that require a plan for change. These areas may include switching careers, changing relationships, or setting personal goals. Keep in mind that a transition plan is not set in stone and may require adjustments along the way. However, having a plan in place can provide you with the foundation and structure you need to navigate through any life change with confidence. Use Wrike to start a project transition plan Trying to keep all the task planning and tracking in your head or on a spreadsheet can raise anxiety and lower productivity. Remember that there are tools to quickly track, see, and start getting your transition plan in motion. Wrike is one of them. Assess your current project transition situation Next, set aside time to evaluate your current situation. Assess your strengths, find weaknesses, and improve through self-reflection, assessment tools, or feedback from mentors or colleagues. Doing all of these can help you gain an understanding of yourself, your current situation, and how others may perceive you. When self-reflecting, think about your personal and professional goals, values, and motivations. Consider what you enjoy doing, what you’re good at, and what you find challenging.  When assessing yourself, try using tools like personality tests, skills assessments, and career aptitude tests to evaluate your strengths and weaknesses. Ultimately, you should use your strengths and work on your weaknesses for an easier transition period. When looking for feedback from trusted mentors or colleagues, ask for an honest opinion regarding your strengths and weaknesses, and listen carefully to what they have to say.  Identify areas for improvement Once your areas to improve upon are identified, consider learning new skill sets, finding a mentor, or seeking professional development opportunities.  Brainstorm the skills and knowledge you need to succeed in your desired career or life change. You could take courses or attend workshops to develop these skills. You could also look for opportunities to gain experience in areas where you need improvement, such as volunteering or taking on new responsibilities at work. Finding a mentor can also be a valuable way to identify areas for improvement. A mentor can provide you with guidance and advice, especially if they have experience in your desired career or life change and are willing to share their knowledge and expertise with you. Set realistic goals and expectations Maintain focus and ensure a smooth transition with realistic goals and expectations.  Take the time to identify what you want to achieve, and set a timeline for achieving it. Break your goals down into smaller, actionable steps, and track your progress along the way. It is also important to celebrate your successes and learn from your failures. Remember that transitions take time and that setbacks are a normal part of the process. Be patient with yourself, and keep your focus on your goals. With hard work and perseverance, you can achieve the life change you desire. Try Wrike for free Develop a clear vision for the future This is a crucial step towards achieving success in any area of life. It will assist you in creating a vision that is not only achievable but also aligned with your core beliefs and priorities. Define your desired outcomes This step allows you to define success on your own terms. Then you can create a roadmap that will guide you toward achieving your goals. Remember to keep your outcomes specific and measurable. This will help you track your progress and make adjustments along the way. It’s also important to consider any potential challenges or obstacles that may arise and have a plan in place to overcome them. Establish a timeline for your transition Timelines help you plan for factors such as finances, personal development, and accountability.  Avoid rushing the process, as it can lead to burnout. At the same time, try not to take too long, since it is a gateway to procrastination and loss of motivation.  Align your vision with your values and priorities Alignment is a key ingredient in the recipe for long-term success and fulfillment.  Reflecting on your values and priorities makes it easier to add in any necessary adjustments and ensure that your goals are sustainable and fulfilling.  Create a detailed action plan A comprehensive action plan is the final step to implementing a successful transition plan. This is an essential part of the process, as it keeps everybody on track and addresses problems before they become overwhelming for your team. Break down your goals into manageable steps This helps things fit together smoothly and makes the transition less stressful. It will also create opportunities for you to celebrate your progress incrementally. If your goal is to transition your business to a new software platform, you can break it down into smaller steps, like researching different software options, selecting the best one for your business, training your employees on how to use it, and implementing it. Assign responsibilities and resources This ensures that everybody involved in your transition knows their role — what to do and when to do it. Setting out the necessary parameters like budgets and personnel is a great way to map out your transition. Establish transition plan milestones and deadlines This enables you to measure progress and establish the necessary adjustments to keep you on track to meet your goals. If your objective is to transition to a new software platform within six months, you can establish milestones at the three-month and six-month marks.  Conclusion A well-structured transition plan provides a clear roadmap to achieving your goals effortlessly, while an unorganized plan can lead to confusion, frustration, and stress. By understanding the importance of a transition plan, identifying the need for one, assessing your current situation, developing a clear vision, and creating a detailed action plan, you can achieve the life, career, or business transition of your dreams. Follow this guide, and you will be well on your way to transitioning with ease and grace. Master the art of effective transitions by building a seamless transition plan with Wrike’s dynamic work management platform. Begin your free trial now and ensure smooth, well-executed changes within your organization. Try Wrike for free   Note: This article was created with the assistance of an AI engine. It has been reviewed and revised by our team of experts to ensure accuracy and quality.

Profit and Loss Statement Template and Examples
Leadership 10 min read

Profit and Loss Statement Template and Examples

Understanding finances is an essential part of running any business.  Placing blind faith in ideas and processes will only get you so far. It isn’t until you see the impact of your efforts on your bottom line that you can scale sustainably. That’s what profit and loss statements are for: seeing the financial health of your company at a glance. Often referred to as P&L statements for short, these documents give you a snapshot of your company’s financial gains and losses. Over time, the statements can provide a clear picture of whether you’re heading in the right direction or not. In this guide we’ll cover what exactly the P&L statement looks like, the various elements you’ll need to include, and practical templates you can use to create your own. What is a profit and loss statement? A profit and loss statement serves a simple purpose: to show how your total revenue as a business compares to your expenses, usually over the course of a quarter or fiscal year. If your revenue is higher, then of course you’re operating at a profit. If it’s lower than expenses, then this can be cause for concern as your company is making a loss. With the P&L statement, you can keep tabs on the financial health of your business and reveal opportunities for growth or identify troubling trends.  To put together a P&L statement, use the following formula: Total revenue — total expenses Of course, there’s a lot that goes into a company’s revenue and expenses, and you can break it down like this: Revenue: Your revenue is the sum total of your business profits, so add up everything your company made, including any additional sources of income Expenses: Your expenses go beyond labor and merchandise production costs, including operating costs and everything outside of your control such as interest, taxes, amortization, and depreciation How often you draw up a P&L statement will vary based on the size of the business and involvement for external stakeholders.  A small business would usually produce one each month to track financial performance, whereas medium to large-sized companies can do them once every few months, or quarter, for the benefit of stakeholders. The P&L statement is similar to, but not to be confused with, the cash flow statement and balance sheet: Cash flow statement: The cash flow statement provides data on all the money coming in and going out of a business. While a P&L statement shows profitability, the cash flow statement shows where money is coming from, where it’s going, and your current cash situation Balance sheet: A balance sheet displays information such as a company’s assets, shareholder equity, and liabilities As such, the P&L statement can be considered just one of three important statements to understand if you want to master your company’s finances. What are the parts of a profit and loss statement? There are four main elements of a profit and loss statement: Business revenue Business expenses Net revenue  Profit Each part reveals important information about the financial standing of your company, so you can make changes if necessary. From the profit and loss statement you can make inferences about operational efficiency, pricing strategies, and more. Business revenue The first section of a P&L statement will reflect the total business revenue, which is the sum of everything the company made for the specified period. For business revenue, you need to track all money coming in. (Don’t worry about any of the expenses involved as we’ll get to those later.) The simplest way to calculate your business revenue is to use the following formulas: Total number of units sold x average priceTotal number of customers x average price per unit You may also have what is referred to as ‘other revenue,’ which will also need to be factored in. For example, anything that isn’t considered a primary business activity but still brings money in should be included. Business expenses Your business expenses are the costs you incur for running your business. Examples of expenses include: Building rental Utility bills Payroll Insurance Office equipment Marketing Some expenses will be fixed, while others are variable. As such, it’s important to make sure you understand which are variable as these can fluctuate from one P&L statement to the next. Net revenue Net revenue, which is used interchangeably with net sales, refers to the total income you generate, minus adjustments. These include: Returns Refunds Discounts Commissions Here’s a formula you can use to work out your net revenue: Gross revenue — adjustments In layperson’s terms, the net revenue gives you the real figure of how much money you’ve brought in, accounting for the adjustments outlined above. Profit Now we arrive at the most important part of the P&L statement: the bottom line. Let’s start with the formula for calculating your company’s profitability: Net revenue — business expenses Once you have your net revenue figure and total business expenses, it’s a simple case of subtracting the latter from the former to calculate your profit. So, how do you interpret this figure? If you have a positive balance, then you’re in the black. If it’s a negative balance, you’re in the red. While the figure won’t tell you everything you need to know about your company, it will give you a clear indication of your current financial standing. When compared with previous P&L statements or future profit and loss projections, this figure can help you identify financial trends. Profit and loss statement templates Tracking down the financial data to plug into your profit and loss statement can be a challenge, so why make things more difficult by creating it from scratch? There are many useful profit and loss statement templates available to download for free online. With a template, you can quickly and easily create a reliable way of tracking your company’s financial health. Depending on what you’re looking for, one of the following P&L statement templates should serve you well. Small business profit and loss statement If you’re a small business owner and you need a simple way to start monitoring your company finances, this small business profit and loss statement template can help. With this free template for Microsoft Excel, you can calculate the percentage change from one month or year to the next. That way, you can see whether your financial health is on the up or facing a decline. In the template, you’ll be able to input your sales revenue and cost of sales information, and itemize them according to the individual products or services for full transparency. The three most important columns are: Prior period: Here’s where you’ll add your total sales revenue and cost of sales sums for the previous month or year for quick comparison Budget: Here’s where you’ll list your budget information for the month or year Current period: Here’s where you’ll add your most recent total sales revenue and cost of sales sums to compare with the prior period This is an excellent P&L template if you want to maintain records of profitability over the course of several months or years as you scale your small business. Monthly profit and loss statement If you’re looking for a general overview of how your financial health is trending, the monthly profit and loss statement template from TemplateLab is a great choice.  With this straightforward template, all you need to do is categorize incoming and outgoing money as either income or expenses, and then plot that information out on a month-to-month basis. The template is basic, but leaves plenty of scope to itemize your income and expenses with as many rows as you need. At the bottom of both the income and expenses sections, you’ll be able to calculate your total expenses for each month and then add them all up to figure out the yearly sum, too. There’s also a row for ‘profit/loss,’ where you’ll subtract your total expenses figure for each month from the total income figure. Yearly profit and loss statement This sample profit and loss statement template for Microsoft Excel is great for tracking year-on-year profitability, but it can also be modified for monthly use. If you’re looking for a comprehensive breakdown of your company’s finances, with a space to add your company logo for professionalism, this template is a good option. You can add information about your sales, income, expenses, and taxes, and Excel will do the calculations for you. Once you input all the relevant data, Excel will work out your current gross margins, return on sales, and provide an overall summary figure. The template also includes the following information: Total prior period Total budget Total current period Total current period as % of sales Total % change from prior period Total % change from budget As such, you won’t just get a glimpse into your company numbers but a full breakdown of what changes from one year to the next.  At the bottom of the template, you’ll also find the following (which Excel will calculate for you): Gross profit Total operating expenses Income from operations Net profit Profit and loss projection statement With this profit and loss projection statement template for Microsoft Excel, you can keep your finger on the pulse of your company’s finances and set yourself up to make calculated projections of profitability in future months. Simply add your sales revenue stream figures for each month and after several months you’ll be able to identify trends and make projections with the line graphs in the template. Final notes If you want to measure the profitability of your company accurately, it helps to stay on top of the numbers. With an enterprise project management solution such as Wrike, you can create budget estimates, view reports, and measure project profitability. Wrike can help you with day-to-day operations, making it easier to avoid scope creep or budget overruns. Here are some of the financial services and features Wrike offers to help you manage your company finances: Real-time budget tracking To keep an eye on how each project is going in financial terms, it’s a good idea to set up a budget ahead of time and monitor it as you go. With Wrike, you can add custom fields such as budget totals and other budget categories to your reports. When you add team collaborators in settings, you can open the doors for various team members to view and update expenses in real time. As a result, you can build and maintain a clear picture of your finances as you go so you’re less likely to be surprised by what you see when you fill out your profit and loss statement. Project time tracking For client-based work, it’s not uncommon to operate on an hourly basis. In these cases, it helps to have a time tracking tool to make sure that each hour and minute worked is an hour or minute paid. Wrike’s time tracking allows you to not only ensure accurate payment, but also inform team leaders how long projects are taking so they can make any necessary adjustments going forward. Using time tracking can help you generate more accurate client quotes and budget projections. Detailed reports  While it’s always a good idea to be proactive with budgeting and time tracking, it’s also a good idea to have detailed reports of past work completed. That way, you can build a picture of your finances over time, and create more accurate predictions and projections going forward based on past data. With Wrike, you can access project overviews that will show you several calculated field options, including planned fees and costs.  When tracking your financial health, it helps to have the tools to measure profitability and understand where your expenses can be reduced.  Sign up for your free two-week trial for Wrike today and get a complete overview of your company’s finances.

How to Make a Budget Spreadsheet for Your Small Business in 2023
Leadership 7 min read

How to Make a Budget Spreadsheet for Your Small Business in 2023

Starting a business can be an overwhelming process, with business plans, leases, financing, legal documents — and monthly budget sheets. We know you’d almost certainly rather spend time refining your product, talking with happy customers, or honing your investor pitch than hunch over spreadsheets, calculating the seemingly impossible amount of money it’s going to take to get your business off the ground. But whether you are a manager or a business owner, creating a budget is absolutely essential to your success.  This article will help you understand small business budgeting basics to help your company thrive in 2023. If you want to make your life even easier, we offer an easy-to-use monthly budget template that will help you log expenses, sort costs by category, view monthly spending, and examine budget details — all within Wrike.  Let’s start with the building blocks: monthly budget planning.  Start with a monthly expense sheet Your monthly budget planning worksheet is a roadmap for your business, helping you define priorities, understand where your business is going, and determine whether you’re on the right path. It’s a key factor when raising capital, whether you're applying for a loan or pitching to investors, and a cornerstone of your business plan. It can help you minimize risk and experiment with how to best allocate resources. That’s why it’s so important to take the time to create an accurate and realistic budget that’s specific to your business and goals.  You need to start with basic questions that will help you gauge your finances. How much money do you have? How much do you need to spend on materials, manpower, and marketing? How much revenue is required to meet your business goals? Can you afford to buy new equipment, run a new advertising campaign, or hire another team member? Do you have an emergency fund you can tap into if unexpected costs arise? These are all key questions that will help you determine your starting point for your monthly and annual budgets.  How to make a monthly budget Making a monthly budget can seem daunting, but it essentially involves writing down each and every expense you expect to have over the course of a month. It’s helpful to categorize these expenses to get a clear idea of where your budget is being spent. Costs involved in a monthly budget typically fall into two categories: monthly expenses and one-time costs. Costs such as employee salaries, lease payments, utilities, and insurance are all recurring monthly expenses, whereas line items such as purchasing equipment and consultant fees constitute one-time costs.  Here is what you need to include in your monthly expense sheet: Revenue: Estimated sales figures (err on the conservative side if you can't be exact) Fixed costs: Rent, insurance, etc. These figures don’t typically change from month to month.  Variable costs: These costs typically correlate with sales, such as the cost of raw materials to produce your product, inventory, shipping/freight, etc.  Semi-variable costs: These expenses are influenced by the volume of your business, including salaries, marketing and advertising, etc.  Profits: To determine profits, subtract your costs from your revenue. Once you have a profit estimate, you can determine how to invest in your business, whether that means upgrading equipment, moving to a larger office or better location, adding staff, or giving your employees raises.  Now that you’ve set up your monthly budget, make sure to revisit it periodically. It should not be a static document that you check once a quarter or only at the start of the year. Revisit it every month and see where you can adjust or experiment — maybe shift some funds to give your marketing budget a boost for a few months and see how it affects your sales pipeline. If you find you’re getting a good return, that’s useful information when it comes to future decisions about allocating resources. Reviewing your budget data using accounting software will also help you anticipate your future spending needs, profits, and cash flow. Wrike’s monthly budget tracker template can help Wrike has a ready-to-use monthly budget template that can help you set up a robust budget tracking system quickly, without any coding or special knowledge required. You might be tempted to use a spreadsheet program such as Microsoft Excel, but using a more robust budgeting app will give you a more holistic and flexible view of your annual budget, allowing you to easily create reports, visualize overspend, and more.  Wrike’s monthly budget tracker template has all the features you need to take control of your company expenses. Log expenses with a custom request form  Sort costs by category using a clear folder structure View monthly spending on a shared calendar Examine budget details with a pre-built report  These powerful features will allow you to make informed financial decisions about your business’s budget, thanks to better visibility into your revenue and expenses.  In addition, Wrike integrates directly with over 400 apps, including many of the most popular budgeting and financial apps available, so you can connect your accounts and populate your Wrike system with information instantly.  Tools for tracking business expenses and budgets Along with a monthly budget spreadsheet template, the right project management software is one of the best ways to prevent out-of-control spending and overrun costs. You’ll understand exactly where your work stands, how much money and time has been spent, and be able to more accurately predict the cost and timeline for the entire project.  Wrike helps you manage your budgets and projects with ease Use Wrike to take total control of your business finances by creating budgets, managing projects, and so much more. In addition to budget management, Wrike can also help manage projects and teams with ease. You can avail of the following features with Wrike:  @mentions for easy communication with your team Gantt charts for managing timelines In-depth performance reporting Automated team reminders Kick-start your budget planning process with Wrike. Get started with a two-week free trial of Wrike —no credit card required! 

Effectively Delegating Tasks: Best Practices
Leadership 10 min read

Effectively Delegating Tasks: Best Practices

Learning to delegate frees up a manager’s time for more strategic work. Discover how to effectively delegate so your organization can grow and succeed.

How to Create Your Team Charter (and Why You Should)
Leadership 10 min read

How to Create Your Team Charter (and Why You Should)

Have you ever experienced conflict on a team? Friction and disagreements happen pretty frequently and, in most cases, they all tie back to the same thing: misunderstandings and miscommunications. Somebody didn't realize something was their responsibility. Somebody didn't understand the norms of the group. Somebody did something out of turn and messed up the workflow. Wouldn't it be nice if you and your team had one single source of truth you could use to align your expectations? That's exactly what a team charter is. A team charter is a document that spells out the nuts and bolts of your team — whether it's a formal department or a team that was assembled for a specific project.  Some project charters are short and simple, acting almost as a straightforward directory of the team members. Others are more complex and dig deep into the team's core values, norms, processes, and other elements that help the team work together effectively.  Regardless of whether it's one page or 10 pages, a team charter serves the same purpose: It's essentially the roadmap for a team, bringing them back to the most important details of who they are and how they function — which can easily get lost in the hustle and bustle of the actual work.   What is the purpose of a team charter for project management? Many people create team charters for their departments or work teams — and there's a lot of value in doing so. Having a team charter for your department: Clearly outlines roles, responsibilities, and other important information Rallies the team around a shared goal or purpose Reduces confusion and miscommunications Improves onboarding of any new team members All of those are true when you use a team charter for a specific project team too. However, a charter for a project team could arguably be even more important Particularly for cross-functional projects that involve pulling team members from disparate departments, the team charter is what gives them a shared understanding of how they'll work together. When all of their departments typically have their own norms, expectations, and approaches, the team charter unites them with a shared understanding right from the get-go.  Additionally, a team charter used in project management will likely spell out more details related to the actual project (and not just the team makeup), such as the budget and resources, workflows, and success metrics.  To put it simply, the point of a team charter in project management is to ensure all relevant team members understand what they need to do in order to achieve the ultimate goal: delivering a successful final project.  What are the benefits of creating a team charter? The above section already gave a bit of a sneak peek at some of the key benefits of a team charter. But let's dig into each of those advantages of a team charter.  Clearly outline roles and responsibilities You might think that a job title is enough clarity, but that's usually not true — especially on project teams where people aren't as familiar with the strengths and expertise of the people they're working with. Who's the best person to approach to get the data they need? Who should they talk to if they need feedback?  A team charter explicitly outlines every single member on the team, their role or title, and what their responsibilities are. That ensures everybody understands their own expectations and contributions, as well as what everybody else around them is doing. That gives them a more holistic understanding of the team and how they fit in — which is especially important when so many teams are now remote or hybrid.  Rally the team around a shared goal or purpose Teams need to have their sights set on the same horizon and that's another key benefit of a team charter. It spells out the team's objective so there's no debate about what everybody is working toward. If you're creating a team charter for a department or long-standing team (for example, a customer support team), the objective you put on your team charter might look something like this:  Deliver prompt, helpful, and unmatched service and support to our customers. If you're creating a charter for a team that was assembled for a one-time project, then your objective will likely go beyond explaining the purpose of the team itself and also encompass the goal of completing the project. Here's an example:  Redesign our customer knowledge base to make it a comprehensive and intuitive destination for troubleshooting and self-service.  Either way, the team charter sets the north star for your team — everybody understands exactly what they're working toward.  Reduce confusion and miscommunications When you explicitly state what you're working toward and how each team member plays a part in getting there, confusion (and as a result, the potential for crossed wires) is already greatly reduced. But your team charter can take clarity even further by spelling out norms and expectations, outlining workflows, hashing out budgets and resources, and more.  Put simply, everything that makes your team and project tick is right there on paper. Everybody is operating with the same information and understanding from the outset — reducing miscommunications, frustration, and resentment down the line.  Improve the onboarding of any new team members Maybe your team has made a new (or a couple of new) hires. Or perhaps you need to bring in another contributor or even a freelancer to help with the project you're working on.  When you bring them onboard, you can send them your team charter. It'll serve almost as a user manual that helps them quickly get up to speed on who does what and how your team generally operates.  Oh, and when you bring on somebody new? Don't forget to add them to your team charter too.  How to create a team charter: Eight steps to follow You're sold on the benefits of a team charter and you're ready to create one for your own team. Here are eight steps to follow to pull it together. 1. Cover the basics The top of your team charter is the easiest part. It's where you'll write down basic information like: Your team's name (if you have one) Your team's leader The date your charter was created The date your charter was last updated Those are important details for people to know up front. Plus, including the dates helps with version control of your document when your charter inevitably needs to change.  2. Define your team's purpose Here's the first question you need to ask yourself: Why does your team exist? Do you offer a distinct service? Fulfill a specific function? Are you completing a certain project?  This could be a simple statement — or it could be several bullet points or statements explaining your team's objective and how that feeds larger business goals. Regardless of how much detail you provide, this section of your team charter should give everybody a clear idea of the purpose behind your team.  EXAMPLE GOAL OR PURPOSE: We will design and create a new customer service knowledge base that will launch in Q2 of 2023.   3. State your core values Your goal is an important uniting force for your team. However, there are other expectations and shared beliefs that will dictate how you work together. Those are your core values. Listing them on your team charter helps everybody get a sense of what's important to your team. And, when they work to embody those values, collaboration is smoother — and conflicts are minimized.  EXAMPLE CORE VALUES: Be honest and accountable Empower and respect others Maintain a growth mindset Communicate proactively and transparently 4. Establish your roles and responsibilities  Your team is at the center of your team charter. Consider this section the "who's who" where you list out the different team members and their roles or titles.  This section that focuses on people can be as detailed as you'd like it to be. Some people leave it as a straightforward list while others dig into team members' responsibilities, strengths, weaknesses, availability, and other information about group members. EXAMPLE ROLES:  Safiya, Head of Customer Support/Team Leader  Timothy, Customer Support Specialist Beverly, Customer Support Specialist Joshua, Content Writer and Editor MaryBeth, Graphic Designer Jose, Web Developer 5. Determine your norms and expectations There are a ton of different norms, patterns, and behaviors that regulate how you and your team work together — whether they're spoken or not. Maybe everybody automatically knows to keep themselves on mute during Zoom meetings unless they're the one speaking. Or perhaps everybody understands that Slack is used for quick requests and personal chatter, while meatier information should go in an email or in Wrike. It's tempting to take those for granted as widely-accepted and inherent truths. But what about if somebody new joins the team? They should have insight into the various expectations, routines, and rituals. That's why it's worth spelling out your most important ones directly in your team charter.  EXAMPLE NORMS:  We practice active listening by summarizing what someone has shared with us We don't interrupt other people in meetings We post and share anything relevant to our projects in Wrike and not in siloed channels  6. Define your project workflow These next few sections of your team charter can vary, depending on whether you're creating a charter for your department or you're creating a charter for a team that was pulled together for a particular project. If you're creating a charter for your department or a longer-standing team, then you can use this section to spell out your typical workflow for new work.  If you're creating a charter for a specific project, then this section can be more detailed and briefly outline some of the phases, deliverables, and timeline of your assigned project. Much like any other section of the charter, you have flexibility here to create something that works best for you.  EXAMPLE PROJECT WORKFLOW:  Receive a work request through our team's request form Team leader investigates and approves or denies the project Approved projects are discussed in a project kickoff meeting 7. Set your success metrics Again, this is another section that varies based on the context of your team charter. You might use this to establish the success metrics for your entire team or you might use it to lay out what success looks like for a specific project. Either way, try to be as specific as possible. The goal you set earlier in your team charter provides a lot of unity and clarity — but people also need to be on the same page about what success ultimately looks like. EXAMPLE SUCCESS METRICS:  Deliver 85% of our projects on time and under budget Receive at least a four out of five rating on our employee engagement scores 8. Explain your budget and resources When creating a charter for a project team, you can use this section to quickly highlight your finances and available resources. Don't feel the need to get too detailed here — a lot of the in-depth information will be included in your project plans. But a brief overview is helpful context for the entire team. When creating a charter for your department, it's tougher to get nitty-gritty about the actual budget or resources, as they can vary widely.  Instead, you can use this section to explain your typical approach to budgeting, how resources are allocated or approved, and other general information about how these processes typically work.  EXAMPLE BUDGET AND RESOURCES:  Annual budgets are approved each December Project budgets are approved as needed by the team leader Resource needs should be discussed during project planning and kickoff  When you've completed all of that, you have your first draft of your team charter ready to go. Review it yourself and share it with your team to see if anybody has any feedback or changes. Once it's finalized, keep it somewhere accessible so everybody can reference it when needed. And remember, this document is never actually finished. Teams change and your charter will too. Revisit it frequently to make any necessary updates as you complete projects, add team members, revise budgets, and refine your norms and expectations.  Three examples of team charters to inspire you Need a little more creative inspiration before you put pen to paper (or your fingers to the keyboard) on your own team charter? Here are three team charter examples to get your wheels turning.  Example #1: Human resources team charter Team Name: Human Resources Department Team Leader: Marie Charter Created: April 18, 2020 Charter Updated: November 2, 2022 Team Purpose:  Supporting and developing the full potential of our staff and entire organization Team Members:  Marie, VP of Human Resources Cole, Director of Human Resources Wes, Recruiting Manager Faith, Payroll Manager Dorothy, Benefits Specialist Noah, Human Resources Coordinator Core Values: Focus on people Demonstrate passion for work Maintain a growth mindset Team Norms:  No communication after hours, on weekends, or during PTO Cameras always on for Zoom meetings Project Workflow:  All requests flow through the VP of Human Resources Priorities are set during weekly team meetings Success Metrics:  Employee engagement scores of at least a 4.5 out of 5 stars Employee retention rate of at least 93% Average time to fill a posted position of three weeks Budget and Resources:  Team's annual operating budget: $725,000 Every team member gets a LinkedIn Premium or LinkedIn Recruiter plan Example #2: Agile team charter Team Name: Team Ticketing System Team Leader: Yusif Charter Created: January 8, 2022 Charter Updated: January 23, 2022 Team Purpose:  Launch a new customer support ticketing system within the app Team Members:  Yusif, VP of Development/Team Lead Courtney, VP of Customer Support/Product Owner Thai, Software Developer and Stakeholder Lucy, Software Developer and Stakeholder Noah, Customer Support Specialist and Stakeholder Core Values:  Remain adaptable and flexible Eagerly seek improvement Focus on the customer  Team Norms:  Acknowledge receipt of all messages Ask questions before jumping to conclusions No devices in daily Scrum meetings Project Workflow:  Default to Scrum with sprints of one to three weeks Daily Scrum meetings for the entire sprint Burndown charts will monitor daily work Success Metrics: Ticketing system is launched by May 2023 Ticketing system reduces live customer support calls by at least 20% Budget and Resources:  Sprint-to-sprint budget management Example #3: Blog redesign project team charter Team Name: Team Blog Redesign Team Leader: Michael Charter Created: November 15, 2022 Charter Updated: N/A Team Purpose:  Redesign the CompanyXYZ blog to improve usability and navigation Team Members:  Michael, Head of Marketing/Team Lead Savannah, Content Writer Kristin, Content Editor Marcy, Content Designer Oscar, Web Developer Mark, Graphic Designer Core Values:  Communicate honestly and respectfully Eagerly seek feedback Follow through on promises Team Norms:  Post all project-related resources and updates directly in Wrike Ask clarifying questions before providing constructive criticism Project Workflow: Project kickoff meeting to start the project Updates regularly posted in Wrike Weekly team meeting to discuss progress Success Metrics:  Blog redesign launched by April, 2023 Increase time-on-page by 40% Budget and Resources: Project budget is $15,000 Access to CompanyXYZ's freelance pool for help writing content and creating new graphics Manage your teams and projects with Wrike Solid teamwork doesn't automatically happen when you pull people together or assign a project. For people to work well together, they need clarity about their purpose, their roles, and their approach. That's why a team charter is so helpful. It's a single source of truth for everybody on the team to align their expectations and set themselves up for success. Want even more clarity? Manage your team and all of your projects in Wrike. With collaborative work management software, you can: Get visibility into everybody's work Clearly assign tasks, owners, and deadlines Centralize communication and resources Easily monitor progress and course correct when necessary Streamline and simplify your work intake process Save time with templates Ready to empower your team to do their best work? Create your team charter and use Wrike to store it and manage all of your day-to-day work — while honoring those rules and expectations. Get started with Wrike for free today. 

14 Resources To Help Professional Services Teams Build Business Resilience for an Uncertain Economy
Leadership 7 min read

14 Resources To Help Professional Services Teams Build Business Resilience for an Uncertain Economy

Professional services firms must be efficient to weather market uncertainty. Discover resources to help professional services teams build business resilience.

Performance Review: Templates, Tips, & More
Leadership 10 min read

Performance Review: Templates, Tips, & More

There are plenty of words and phrases that will immediately put a pit in any manager's stomach. I'm overworked. I'm unhappy. I quit.  There's another one that deserves a spot on the list: It's time for performance reviews. At their worst, performance reviews are daunting, nerve-wracking, dreaded obligations — for managers and employees alike. At their best, they're frustrating inconveniences or seemingly trivial exercises that eat into the time everybody needs to do their real work.  Yet employee performance reviews arrive on the calendar like clockwork. And if you're going to have to do these reviews anyway, you might as well make the most of them so that you and your direct reports can get as much value as possible out of this mandatory process.  This guide has everything you need — including several different performance review templates — to make your performance reviews a little more beneficial (and a lot less bothersome).  Do employee performance reviews actually matter? Employee performance reviews have faced a lot of scrutiny in recent years, and a whopping 95% of managers admit that they're dissatisfied with the formal performance appraisals at their companies.  Despite the groans and eyerolls (some of which are well-deserved), conducting formal employee performance evaluations offers a number of benefits for employees, managers, and the entire organization:  Provide and receive regular feedback: 92% of employees say that they want to receive feedback more than once per year. They crave guidance and information, and frequent performance reviews (i.e, not just annual ones) provide a reliable and regular opportunity to offer employees insight into their strengths and weaknesses, skills and areas for improvement. Highlight growth opportunities: Even if the review process feels daunting, 64% of employees say they receive helpful feedback from their performance evaluation — they get their hands on information that helps them learn and grow within their careers. Plus, when 49% of employees say they want to develop their skills but don't know where to begin, these feedback conversations are a chance for managers to understand their direct reports' career desires and help them hash out plans for their professional development. Clarify expectations: Only about half of employees strongly agree that they know what's expected of them at work. While review conversations are focused on performance, they also involve reiterating goals, responsibilities, and expectations. That means workers have a better understanding of what success looks like in their role — and how they can advance and set goals if they're eager to do so. Solicit feedback: Performance reviews aren't about one-sided evaluations, reprimands, and punishments. They should be two-sided dialogues with an aim to make your team as effective and efficient as it can be. That means performance evaluations are also a chance for you to collect insights and opinions about how you can be even more supportive and impactful as a manager. While employee performance reviews might involve some hard-to-hear constructive criticism and some anxiety-inducing discussion points, they're a valuable opportunity to build trust, offer support, and ultimately work toward a high-performing team and organization.  Acing performance management: Six tips to help employees thrive Your performance reviews go a long way in encouraging your employees to reach their full potential — provided you do them right. Before we get into the performance review examples and templates, here are a few best practices to keep in mind as you tackle the review process:  1. Prioritize continuous feedback For feedback to be effective, it needs to be a core component of your culture — not something that happens once or twice each year.  That's likely why annual performance reviews are falling by the wayside in some companies and industries. Formal performance evaluations absolutely still have their time and place, but they shouldn't be the only time your employees are getting your insight.  Nothing that comes up in the review should be a surprise. You should be offering feedback regularly and not saving it all for review time.  2. Set a positive tone Performance reviews feel nerve-wracking for you as the manager, but even more so for your employees. To ease some of those butterflies, frame the conversation positively. It's a chance for them to learn, grow, and improve — and not a chance for you to dish out criticism, highlight their mistakes, or make them feel unworthy.  3. Offer examples For any piece of feedback you offer, be prepared to give a tangible, real-life example of that behavior or skill.  Rather than saying, "I'd like to see you speak up more in team meetings," say something like, "I know you had tons of great ideas about how to improve our work intake process, which you emailed to me after a team meeting. The entire team could benefit from hearing your suggestions, so I'd like to see you work on speaking up more in team meetings rather than saving all of your contributions for afterwards."  This helps you go beyond generalities and provide specifics, which is far more impactful for employees.  4. Provide a written review ahead of time For "traditional" reviews ( when managers provide feedback to their direct reports), it's smart to do a written portion and provide that feedback document to the employee ahead of any conversation.  When you do meet, you're both equipped to have a productive back-and-forth dialogue about the comments you provided, as the employee has already had a chance to digest those remarks and come up with questions.  Plus, this approach makes your meeting feel like more of a collaborative effort and less of an interrogation.  5. Clearly detail action items Employees are faced with an avalanche of information during performance reviews that can feel overwhelming. Much like with any other meeting, cap off your conversation by clearly highlighting action items. Employees should walk out of their reviews with no doubts about what steps they're expected to take next.  6. Ask for feedback Performance reviews are often synonymous with offering feedback, but it's also your chance to collect information about your employees' goals, frustrations, and experiences — as well as how you can improve as a leader. Four employee performance review templates Now that you've laid the groundwork, you're ready to move forward with your performance reviews. While providing feedback to a direct report is likely the first thing that springs to mind, that's not the only type of review that exists.  Below, we're digging into four unique types of employee perfomance reviews, why they're beneficial, and when to do them — along with some employee evaluation templates to help make the process a little bit easier.   1. Self-reviews What this type of performance review is: Employees are given questionnaires or are provided with prompts to reflect on their own work, goals, and challenges. As the name implies, they're reviewing themselves — and they often follow that up by discussing their remarks with their manager.  When this type of review happens: Usually every quarter or twice per year. Self-reviews typically happen alongside the more "traditional" employer review, so that that feedback can be compared to see if the manager and direct report have similar perceptions of the work that's being done. Why this type of review matters: Reviews don't have to mean constantly handing down instructions from on high.  This type of review gives employees a chance to be more introspective, think through their own progress and experiences, and identify other career ambitions they want to pursue. How to conduct this type of review: Provide each employee with a questionnaire or template to fill out. It will include various questions that they should answer about their role, skills, achievements, and more.  Make sure to give them adequate time (at least a week) to complete the questionnaire before any follow-up conversations are scheduled to discuss their answers. This isn't something you want them to rush through.  Performance review template for self-reviews: Not sure how to get your employees' wheels turning? This template will provide some inspiration for what you should be asking. Question: Employee's Answer: Your name:   Your job title:   What do you consider to be the primary responsibilities of your role?   What do you like most about your current role?   What would you like to change about your current role?   Which of your job responsibilities excite and energize you?   Which of your job responsibilities make you feel drained and depleted?   What achievement are you most proud of from the past [number] months?   What's the most difficult situation you've faced at work in the past [number] months?   On a scale of 1 (poor) to 5 (excellent), how would you rate your performance since your last review or check-in?   What skills would you like to work on building ahead of your next evaluation?   What goals would you like to work toward ahead of your next evaluation?   How can your manager support you in achieving those goals?   Is there anything else you'd like your manager to know?   2. Peer reviews What this type of performance review is: Colleagues who work regularly or closely with an employee are asked to review their coworker's performance, skills, and contributions.  When this type of review happens: Usually annually or twice per year. Again, it's often a piece of a more complete performance review process (something you might hear referred to as "360 degree feedback") where employees do self-reviews and also receive remarks from their managers, their colleagues, and, if they're in leadership positions, their direct reports.  Why this type of review matters: Managers don't always have direct, hands-on insight into how employees are doing. Colleagues who work closely with other team members are sometimes better able to give more in-depth, specific, and helpful feedback to their fellow teammates.  How to conduct this type of review: Employees will receive one questionnaire per coworker that they need to review. It's up to you to decide whether this feedback will be anonymous or not. Employees might feel more comfortable being candid if they know their name isn't attached to their comments, but it could also send the message that honest feedback is something that should be secretive. It might be worth asking your team what they'd prefer between anonymous and direct peer feedback.  Performance review template for peer reviews: Here's a short template that can help guide your direct reports as they reflect on the skills and contributions of their team members.  Question: Employee's Answer: This peer feedback is for:   What does this colleague do particularly well?   What areas could this colleague improve?   What sets this colleague apart from other members of the team?   What company values does this colleague embody?   What three words would you use to describe this colleague?   Is there anything else you'd like this colleague to know?   3. Team performance reviews What this type of performance review is: Rather than focusing on individual employees, this type of review looks at the team as a unit to understand how it's functioning and what areas need to be improved.  When this type of review happens: A formal team review can happen annually or twice per year. But more likely than not, you're regularly having a lot of these conversations during project retrospectives and other opportunities when you and your team reflect on your work together. Why this type of review matters: Nobody works in complete isolation, and team members need to collaborate effectively to get work accomplished.  Team reviews are your chance to take a magnifying glass to your entire team and identify what's working well and what needs to be changed. How to conduct this type of review: You have some flexibility to approach this in a way that works best for you and your team.  You could provide a questionnaire for employees to fill out independently in their own time. You could pull everybody together for a candid discussion and work through these questions together.  Or you could do a combination of both and have team members fill out the questionnaires independently, pool the feedback, and then come together to discuss the results and findings. Again, you might want to ask your team about their preferred approach.  Performance review template for team reviews: This performance review template can help you go beyond individual performance and get a more holistic view of how your entire team is functioning. Question: Employee's or Team's Answer: Team or department:   What areas does our team excel in?   What areas does our team struggle with?   Are there any important skills you think our team is missing?   Can you provide an example of a time or project when our team worked well together?   Can you provide an example of a time or project when our team struggled to work together?   Are there any team processes that seem bloated or broken?   On a scale of 1 (very uncomfortable) to 5 (very comfortable), how comfortable are you voicing your ideas and feedback to the team?   Which company values do you think our team embodies best?   Which company values do you think our team needs to work on?   Is there anything else you'd like to share?   4. Employer reviews  What this type of performance review is: This is the "traditional" type of review that likely comes to mind when you think about performance reviews. It involves a manager providing feedback to a direct report.  When this type of review happens: Quarterly or twice per year.  But remember that regular feedback should also be provided during one-on-ones with team members so that nothing feels unexpected during the review period . It should build upon conversations you've already had. Why this type of review matters: As the employee's manager, you're the one ultimately responsible for guiding and shaping their development.  Employees say that the most meaningful recognition comes from their own manager. These reviews are a chance for you to prove to employees that you're invested in their experiences, their growth, and their success. How to conduct this type of review: You should complete the written portion of the employee's review first and provide that document to them. Give them a chance to review and come up with questions so that you can talk through your feedback.  As you work through this, ensure that your employee evaluation form isn't overwhelmingly negative but that you aren't sugarcoating things, either. Harvard Business Review research has found that six positive comments for every negative one is the most effective balance.  It's not about cushioning the blows, but rather about proving that this is a development conversation — and not a firing squad.  Performance review template for employer reviews: Below is a performance review template that you can complete for each of your employees and then share with them ahead of your one-on-one review conversation.  Question: Manager's Answer: Employee's name:   Employee's job title:     5 (Exemplary) 4 (Above Average) 3 (Average) 2 (Below Average) 1 (Poor) Communication skills           Conflict resolution           Problem solving            Self-motivation           Team player            Time management           Overall performance           Question: Manager's Answer: What goals has the employee met since the last evaluation?   What goals did the employee fall short of?   What are the employee's key strengths?   What are one or two areas of improvement for the employee?    What value does this employee bring to the team and overall organization?    What key skills would you like to see the employee develop?   What is an example of a specific task or project the employee excelled in?    What goals would you like to see the employee work toward ahead of the next evaluation?   Is there anything else you'd like to share?    Wrike can help you manage your team (and so much more) Performance reviews are important — but they aren't the end of the road. In fact, they're the starting point.  You'll use your performance reviews to identify areas of improvement. Then it's your job as the manager to keep employees moving in the right direction through clear responsibilities and action items, motivating goals, and all of the resources they need to achieve those targets.  Wrike can help you do all of that (and more) by: Providing visibility into your team's projects, tasks, and deadlines Boosting transparency and trust across your entire team Giving you templates you can use for performance management, work intake, and more Centralizing communication so you can always get the context you need Equipping you with metrics and examples to provide data-backed performance reviews In short, you'll have a much easier time monitoring progress and completing your performance reviews if you have a single source of truth to turn to for updates and information.  Wrike makes it that much easier to keep your finger on the pulse of how your entire team — and each individual member — is doing so that you can transform review conversations from problematic and sweaty-palm-inducing to positive and productive.  Ready to help your team achieve their peak potential? Get started with Wrike today. 

SMART Goal Setting: How To Write Your Team's SMART Goals
Leadership 10 min read

SMART Goal Setting: How To Write Your Team's SMART Goals

What is a SMART goal? Learn how to write a SMART goal for your team with Wrike’s SMART goal examples.