What do you do if you're afraid to delegate and trust your team in Customer Experience?

If you're hesitant to delegate and trust your team in customer experience, start by assessing their skills through small tasks or projects. Monitor their progress closely and provide constructive feedback. Gradually increase the complexity of tasks as trust builds. Regular check-ins can also help reassure you while allowing your team to demonstrate their capabilities.

In my experience, building a strong bond and trust within the team is crucial. Start by having open conversations about your thoughts and listening to theirs. Jumping straight to assessing their skills can be counterproductive. Instead, talk with your team to understand their strengths and weaknesses. It's about building trust and working together rather than delegating tasks while doubting their abilities. Provide the necessary training and resources where possible, and make the most of what is available to you. This approach fosters a collaborative environment and enhances team confidence and performance.

Delegar passa por poucos aspectos simples que você deve avaliar. A maturidade da pessoa em lidar com a situação, a autoridade para ela fazer o que precisa e o domínio de atuação. Se a pessoa não tem maturidade ela não consegue lidar com a falta de conhecimento ou desafios da decisão. Se a pessoa não tem autorização para executar, ela se desmotiva e na prática não consegue realizar. Se o que ela precisa fazer está sob o domínio de outra pessoa ou área ela não pode atuar.

Trust is key. No team can function well without a foundation of trust. I have been in situations where I took over an existing Sales & Success Team that had been working very independently for more than six months before I joined. To build trust, I made it a point to remember details of their private lives if they shared them. I listened attentively to things that are usually not considered important in a business context, like the name of a team member's dog. This showed them that I genuinely care about their lives, as I would bring up these seemingly irrelevant subjects in our one-on-one meetings. Why? Because I truly care about their lives.

Start Small: Begin by assigning small tasks or projects that allow you to gauge your team members' skills and abilities. Observe Performance: Monitor how your team members handle their assigned tasks. Provide Feedback: Offer constructive feedback on their performance. Highlight areas of strength and provide guidance on areas where improvement is needed. Increase Complexity: As trust begins to develop, gradually increase the complexity of tasks or projects assigned to your team members. Monitor Progress: Stay involved in the process by regularly checking in with your team members. Evaluate Results: Assess the outcomes. Look at factors such as customer satisfaction, problem resolution, and adherence to company standards.

Everything begins with clear goal setting. Be explicit about what success looks like from your point of view, but remember, you need to consistently communicate what the actual standard is. If you are in a team management role, your ability to set goals and continually highlight them is crucial. A goal set once and then left unmentioned will lose its value to the team. People will start to think that it is acceptable not to meet goals regularly. To sum it up: First, set the goals. Second, consistently reiterate what the goals are. Make repetition a priority.

Acima de tudo estamos falando de pessoas. Experiência do cliente é, no fim do dia, como as pessoas estão sentindo a experiência, tanto colaboradores quanto clientes. Incentive acima de tudo que seus profissionais estudem pessoas, comportamentos, autodesenvolvimento. Normalmente o autodesenvolvimento é deixado de lado para que temas técnicos sejam aprofundados, mas o que muda a realidade não são as técnicas, são as pessoas.

Offer training sessions, workshops, or access to resources that enhance your team's skills and knowledge in customer experience. This empowers them to handle tasks more effectively Take an active role in guiding and mentoring your team members. Offer advice, share experiences, and provide constructive feedback to help them While you may be hesitant to fully delegate, allowing your team members some autonomy within defined boundaries can foster growth. Empower them to make decisions and handle customer interactions independently, but establish guidelines to ensure consistency. Acknowledge and celebrate the progress and achievements of your team members. Provide regular feedback on your team members' performance in customer experience.

Uma maneira muito simples mas eficiente de você criar confiança e delegar é usar o seguinte critério: - se você pode voltar atrás na decisão se ela se mostrar inviável sem depender de outro, você pode tomar a decisão e fazer. - se você não consegue voltar atrás, desfazer, sem depender de outro, a decisão não é sua e precisa ser compartilhada com esta outra pessoa ou área.

I learned that positive encouragement, even for seemingly simple tasks, can work wonders. Consistently show your appreciation for your team’s or individual’s contributions. If you use Slack for internal communication, give kudos there. The biggest impact for me as a manager has always come from caring beyond the business context. Show genuine interest in someone's private life, more than they would expect from a business colleague, and I guarantee it will pay off tremendously. People will be surprised by how much you care about their lives, and they will reciprocate with great work. You won't need to worry about delegation because people will go the extra mile for you.

Begin by examining why you struggle with delegation consider past experiences and personal fears. Reflect on your team's strengths and past successes to build confidence in their abilities. Set clear expectations and provide the necessary resources and support. Start by delegating smaller tasks and gradually increase responsibility as trust builds. Regularly reflect on the outcomes and feedback from these tasks to assess progress and make adjustments. This reflection helps you identify areas for improvement and reinforces positive experiences, ultimately building trust in your team. By continuously reflecting, you can overcome your fear of delegation, empowering your team and enhancing overall performance.

Understanding what went well and what did not go as planned is crucial. Everything starts with setting the standard of "what good looks like." If you do not know whether your delegation process is good or bad, or how it should ideally function, everything falls apart. Think about it: how can you adjust your approach if you do not know what the ideal approach should be? I reflect weekly on developments in the Customer Acquisition Funnel to ensure continuous improvement.

It's important to build trust and be positive in such scenarios. Working in teams might become difficult at times due to different perspectives but at the same time it's important to focus on building a team through trust and support. One- to-one dialogues can be useful to have transparency and understand each other's perspectives. Eventually a team conversation will help build work together.

Being afraid to delegate with your team, is not always easy. Know that you are never alone in delegations with your team(s). Here's how to delegate with your team(s): 1) Clear your mind of all anxiety first before speaking to your teammates. 2) Politely ask to meet with your teammates on the issue at hand. 3) Discuss what is the problem. 4) Ask for the needs of your teammates. 5) See who would be able to handle certain tasks, jobs, etc, based on their needs. 6) If more than one teammate wants the same task, job, etc, ask them to alternate in who does what. 7) Set up a system, based on the delegations made. 8) Be empathetic, empowering, and encouraging while creating delegations. 9) Ask for a follow-up after at least a week. Go team!

Get to know your people in greater detail and try to win them over to your side. Build friendships beyond the work environment. Everyone wears some sort of armor in a business setting, and you will only truly get to know your team members by engaging with them outside of work. This is where you can discover their personality traits and learn who you can count on moving forward. By getting to know people more deeply, you won’t have to fear delegation because you will know from the start who is best suited for each task.