5 Things to Cover in Weekly Team Meetings | How to Run a Staff Meeting Effectively

[@MatterhornBusinessDevelopment]

Are you a small business owner trying to increase revenue and profit, while spending less time in the business? Check out our FREE community where you can interact with like minded owners, while also receiving exclusive trainings each month on how to profitably grow your business. Join today! bit.ly/3XqPKVi

[@Duc2B]

Answer starts @2:03 1) Use statistics for members'performance. Show graph. 2) Action steps & targets for the week. 3) Problems & solutions. 4) General announcements. 5) Win or success.

[@flea10x6]

also #5: Gratitudes ..

[@realkc1274]

Nice summary 👍

[@JustinCase780]

6) Hire new staff after the graph shamed quit.

[@tubetotto]

This guy is from medieval age. You no longer run teams that way.

[@JustinCase780]

@@tubetotto This is why he is sitting in his 1970's office by himself...well, at least his jewelry and watch are from the 80's.

[@missiontrails]

I'm 17 years into my career leading multiple small teams. I schedule check in meetings proactively but always wished that my team members become more proactive. I think this meeting format is a great way that will nurture team members take ownership and become leaders. I appreciate the video!

[@Craigs_car_care]

well done! No single person is called out in a team meeting. (Praise in public and punish in private) Thanks for sharing!

[@johncarlos7810]

My current company has this backwards

[@annier6171]

I would have thought individual graphs for each person at no.1 was doing exactly that, calling out individuals, not only when they are doing well but poorly as well???

[@deontaeruth7002]

5 things to talk about… 1.talk results 2.talk targets (set goals) 3.talk problems (with fixes) 4.talk announcements (general) 5.Talk wins

[@animatedinnovation]

Great!

[@Rossturnerphoto]

In one of the companies I worked for I was on a team that met every week. It seemed tedious at the time because we were all extremely busy, but I later realized the value of that. It was a good chance to get on the same page as well as break away from the normal routine. I was later moved to a different team that met infrequently if ever, and I missed having that communication with my supervisor and teammates.

[@humanbeing888]

I think you are the live example of Stockholm syndrome

[@mzzqtcute4548]

1) Statistics- every staff member needs to have a stats of their work. Make it a graph. Everyone needs to take responsibility for their statistics week. 2) Program Steps- Action Steps what’s supposed to happen in the area for the week target for the week. 3) Problems and Solutions- disagreements and problems. Not a gripe session. Allow them to bring up problems only with a solution. 4) General announcements- Birthdays, Anniversaries, Upcoming events. 5) Wins from the teammates. This is amazing feedback! Thanks 🙏🏾

[@sushk6376]

Good

[@RedWinePlease]

One warning regarding #3. It's very easy for a meeting to digress into trying to solve problems. Need a strong meeting manager to keep things moving. Solve problems outside that staff meeting.

[@warrenjoseph76]

He did touch on that

[@martinbubenheimer6289]

I like your structured approach. My only warning is to be very careful when defining the KPIs that you track in the statistics part. Maybe in manufacturing it's easy: Maximize output and minimize scrap. But, take for example a service desk: monitoring number of tickets closed or monitoring percentage of customers that are happy with the solution would result in totally different behavior. So think first whether your KPIs will result in what you want.

[@albasarria60]

agree. we are an education group so KPIs need to be carefully arranged

[@Summerdee223]

Was thinking the same thing. The KPIs need to be controllable by those held accountable without making folks resort to dishonesty, manipulation, or things that ultimately hurt the company.

[@drzoidberg1]

Absolutely, this is the toughest one to get a handle on.

[@sm87112]

you concluded on the golden rule of a KPI, must be relevant and fairly easily connected to the Goal or mission. Careful crafting, you get what you incent

[@nlhans1990]

Or even worse: make subjects into objects. That is quite the opposite of the whole purpose of having a weekly meeting to not just "be a job" (which is an object). People are not objects. Personally I think KPIs should be used cautiously, especially on an individual level in a (relatively public) group meeting. You don't want these things to backlash by calling certain departments or even people out on a low KPI. I think that would quickly turn into a toxic environment.. a manager must also take into account the hierarchical power imbalance that is present due to the different positions. This imbalance and way of motivating people can work both ways. I do think KPIs can be useful, but use them for product or team orientated purposes.

[@evernightt]

1) Statistics 2) Programs & Targets 3) Problems & Solutions 4) General Announcement 5) Wins Great recommendations. Thank you!

[@MatterhornBusinessDevelopment]

You’re welcome!

[@adrianangeles6666]

I was tasked to create a template for our weekly meetings. I'm an HR manager in the company I'm employed at and I was looking for a source where can I get info I need and VOILA! This video fell on my laps. SUBSCRIBED!

[@danielweiner841]

I agree with many of the comments; you do not, and never should, publicly shame an employee in a meeting. If they have a graph, you review it with them individually. However, a "weekly winner" in the graph game will inspire healthy competition, and those winners should be celebrated. Even a down graph that shows and upward tick should be celebrated. Progress.

[@dadtube8391]

Some good points there. I will share 2 thoughts from my perspective: 1. If a team member is trained, experienced and supported, they will have a graph that has gone up initially and levels off at a high point. There is only so many countable things you can show for a week's work. E.g. You can only make x units of a product given factors outside your control. Once you are established in your role and have become efficient, the graph mainly shows the blips of illness, system failure, or stopping to explain things to a micro-manager. 2. Sure, you don't want a culture of mindless moaning, but some people, especially at certain levels, just don't have the wherewithal to solve certain problems. It is a manager's job to serve them in ironing out those issues. To say you can't raise a problem without a solution leads to a situation where people who can't see a solution never raising the issue. They then have to put up with problems and get demoralised. You also then get manager's strutting around telling their bosses how great they are as there are no problems in their team while people keep leaving. Surely a nurturing team can be informed of a problem and work together with a combined mindset to solve it - that's a good, supportive working environment. And anyway, very few bosses of mine have ever appreciated anyone sharing a problem and providing the solution as they feel they are being told their job.

[@benedictusmaladaptus2712]

*"... or stopping to explain things to a micro-manager."* This.

[@Heather_Joy]

This comment is actually on point and this person is actually experienced enough to know that most of the advice here is nauseating and people are going to want to quit their jobs

[@amarchanddharewa8676]

Following points explained 1)Statistics 2)Weekly Targets -- Action 3)Problem with accompanying Solution -- Disagreement & Problem 4)Any Celebration from Company, Promotions & Monthly Birthday Cake 5)5 Wins 🏆 👏

[@mjp152]

The second a statistic becomes a metric, it becomes useless as a performance measure. You said it yourself - the staff will do everything to have a graph with positive gradiant; this includes gaming the system. Metrics should few in number, team oriented and closely tied to the value chain of the business to avoid suboptimizations. And the teams should then be given both the responsibility and the authority to manage their work processes within the limits defined by the metrics. This is the aspect of "jidouka" or "autonomation" which is often left out of westernized approaches to LEAN philosophies.

[@olemew]

Yeah, I felt #1 was pretty bad advice. Scrum has the same thing. Team performance > Individual performance, and the way you track and plan your work should reflect that principle.

[@monifernandez4245]

As a teacher, I believe the same about weekly meetings! I took some interesting ideas here for teachers meetings! Thank you very much!

[@greatemc832]

I had to rewatch this lesson to put up better for tomorrow on the second week of my new role at work. Thanks.

[@MatterhornBusinessDevelopment]

Glad it was helpful! Let me invite you to our free community, where business owners and entrepreneurs can find a place to share and grow. Here’s the link if you’d like to join: links.matterhornbizdev.com/widget/form/rBvNYtKokEfJeq5clIsz

[@achieving.excellence]

I really like your final point of highlighting wins at the end. Too often meetings focus on problems/solutions without taking the time to understand what worked and acknowledging it. Good tips.

[@CoachNateLaw]

I appreciate the emphasis you put on owner/managers providing information to the team. Too many teams are starved for information and feedback - they want to know if the whole business is winning and if so, how everyone is contributing.

[@brianbassett5468]

Bro, thanks for the tips! Just a tip from a viewer.. Stop looking at the screen and focus your eyes on the lens, and we will be much more connected to what your saying.

[@MostlyHarmlessI]

Every team member is expected to show a graph with their numbers over time. An example was given just before that: for a receptionist, it would be a number of calls answered. So how does a receptionist answer a growing number of calls? I guess they can ask their friends and relatives to call them at work? That would work so great for the business

[@MrSaemichlaus]

Obviously the metrics need to be relevant in the specific circumstances. Reminds me of The Great Hanoi Rat Massacre, where a bounty was given for every rat's tail to combat the raging rat infestation in Hanoi. After a while people got smart and started leaving the rats alive or actively breeding them so more could be caught and turned in. So in that case, the measure didn't really improve the situation or even made it worse. Similar problems are also often encountered when artificial intelligence is trained on unsuitable punishment/reward structures.

[@JustinCase780]

Yes, and Human Resouces can show their graph of rising employment departures.

[@Hatchet25]

@@JustinCase780 lol exactly

[@RedWinePlease]

Right. Since the receptionist is not responsible for increasing the number of incoming calls that isn't a good metric. However, the receptionist is responsible for minimizing the number of callers on hold. Also, the supervisor/manager needs to ensure the receptionist isn't hanging up on each caller but is actually performing the appropriate response for each call. Average response time per call is a good metric.

[@Hatchet25]

@@RedWinePlease I'm sorry but that level of micromanagement is totally unnecessary! Imo, it's just a waste of people's time having to collate/track stats like those on a weekly basis. Hire the right people and let them get on with their job. Pointless meetings kill productivity imo.

[@dentalmanuk]

Monthly or weekly meeting agenda as manager 1. Statistics 2. Programs action steps and target Based on statistics, work 3. Problems and solutions Dont just mention but tentative solution too inside meeting 4. General announcements Like BD or anniversary , eid party this month etc 5. Wins (team meetings) Success stories from client and customers

[@priyamai7742]

Some of this covered in scurm ceremonies, where we bring challenges /wins (Retro) , targets for next two weeks (sprint planning) and problem and soulton (in daily scrum)

[@mattw6399]

I like this channel just became a manager, and am grabbing every piece of information I can about what to do, what not to do, and how to do. It has got to be one of the hardest things I've ever tried to do but I know that if I can get good at it, it's a skill that will allow me and those who work alongside me to do so much more, and get so much more.

[@sandlertrainingmiami]

Great tips on running effective team meetings! One thing we'd add is addressing any potential roadblocks team members are facing. In Sandler sales, we always emphasize uncovering challenges early on, and the same applies here-by identifying obstacles, you can help the team move forward more smoothly. Also, giving each member a chance to share their wins this not only boosts morale but reinforces what's working. Thanks for sharing such practical advice!

[@MatterhornBusinessDevelopment]

You're welcome! I'd like to invite you to join our free community, where business owners and entrepreneurs connect, share, and grow together. Here’s the link if you’d like to join: links.matterhornbizdev.com/widget/form/rBvNYtKokEfJeq5clIsz

[@marcokleveramendanosucuzha4770]

EXCELENTE AMIGOS...CONGRATULATIONS. SALUDOS DESDE ECUADOR.

[@timessquarephotography]

Your channel is the McDonalds for my company: I’m addicted to your channel of enlightened contents… ❤ Thanks 🙏🏻

[@shinrafahell]

I really like this last tip about pointing out the wins of the week. Thank you, amazing video.

[@lilim.2388]

Thank you very much for your information; it is very helpful.

[@MatterhornBusinessDevelopment]

You're welcome,keep watching

[@roystoneanthony5006]

Thanks for the tips...its really helpful for a new manager...

[@benny_waters]

Fantastic leadership

[@micahjones3045]

Thank you for this outline and this was helpful.

[@moclarke7776]

I took your advice and I feel it went well. Ended on a HiGH. Everyone was grinning ear to ear.

[@neereekshan]

Excellent video. Easy to understand. Thank you .

[@pradeepbhatnagar4848]

Only result makes a difference in my view...... Result nd only result.It is bound to come if you are severe nd honest .He shud have leadership Quality.Nice Tips.person holding top position shud know PR.Nice nd inspiring vdo.Lecture.I was holding a top position in good enterprises.sincerely appreciated.

[@cinthya_outdoors]

Great video. Great info. Thank you!

[@ozzyvega]

Great video. To the point and very useful 👍🏻

[@MatthewSpurgin-sc3yx]

This is good, this is all information I've heard before, but putting it all together in a specific order is great.

[@amaznikov]

Thankx. Realy clear and usefull.

[@Elhermanito_1234]

Thank you for sharing, greeting from Lima Peru

[@Sonia-wd1qo]

Very much appreciated. Brilliant 👏

[@pinterestexpress8870]

Very good-thanks for the vid. Helps to re focus..

[@MatterhornBusinessDevelopment]

You're welcome.

[@Newdirection24]

Your video is good , you recall my previous method and now I got more ideas ,thanks a lot

[@gabrielgkabelen9824]

So super Sir...love it very much.

[@yengcabs]

Awesome! I love this video, very informative.

[@malanrathanapala3613]

Really important video clip. Great idea and tips lean

[@aafanani]

great video, thanks

[@MatterhornBusinessDevelopment]

Glad you liked it!

[@peterhiss0]

Wow, great video. Thank you so much!

[@emannasr3681]

Amazing session

[@auneabraham3615]

Wow this video will help me to do my project easily Thank you

[@TheSimpleTruthMedia]

Thank you for your unique and professional guidance. Most meetings I have attended are not thought out or laid out with such a simple foundation.

[@BOKA_life]

Great video, thank you

[@Milaz4n1shi]

Great video, greetings from Brazil!

[@utubeaccount6981]

This discord sounds out of some old school 80's TV series describing a scene of some cold selling call center teammeeting. There is a lot of context, nuances, a lot of modern possibilities to achieve positive communication and interaction with teams etc. missing in this "lesson" of this self proclaimed guru. Old school, ex cathedra style, ivory tower feel.... that will let your team quickly run away from such meetings: to be avoided (especially in Continental culture)!

[@hb13230]

Very helpful and informative video.

[@sachinrv1]

Numbers tell BETTER story than Words. A decisions that are data best decision are the most informed decisions. Thanks Prof for knowledge sharing.

[@fums123]

Thank you Sir.

[@tejpalb]

Very helpful thanks

[@jayaprakashnair3614]

🎉 Thanks professor

[@jaggaadaku]

Thank you thank you

[@robert-janstuessel8316]

I like it. Having worked for an American conpany I understand why.

[@komander5rose119]

I'm always thinking positive between to any matters arise,with teams.coz we need to works for seatal any issue for matters arise with minutes of issue during a meeting

[@realkc1274]

There are few different types of weekly meetings…one of the is a “weekly cadence” which is more on performance tracking and reporting, major asks etc. Very focussed meetings to get the performance pic and assign actions and resolve major asks. Not about training or skills or deal reviews. then there are other meetings on a need to basis or periodical basis that address pipelines, size and quality of pipes(days in each sales stages, conversion rate etc. Basically check on efforts and results of each rep or groups). Then there are deal reviews meetings, and also training meetings to upskill your team …

[@gison8405]

Great content! I have overlooked this to a large degree (including the additional tax write-offs!!)

[@DomesticKrys]

This is great! We don’t have our team together every week but this is definitely a great framework for our monthly meeting!

[@marmccown3537]

I think a monthly meeting is way more realistic. Or twice per month but no more than that

[@ukiepainting]

Thank you

[@teamworthless]

Great approach!

[@robertdufour2456]

Awesome suggestions!

[@annagonzales7975]

Thank you so much for a great advice!

[@品豪陳-q7o]

Wow, that is a real help for me! I will definitely apply this technics whenever I hold a meeting. Appreciate that, thanks a lot!

[@SimonAtkinson3314]

Are the climbing graphs reflected in pay?

[@adecakasio6482]

awesome tipps! thank you!

[@nextsteptahiti8222]

Love it ! Thank you

[@MatterhornBusinessDevelopment]

You're welcome

[@agarwal38]

2-5 are all fair, but 1 seems pretty practically difficult to implement in a non production type application.

[@steverogers7601]

I feel many would start to lie and juke the stats. Having to constantly have a graph that shows constant growth sounds tedious and not that practical. There are many jobs that eb and flow, and sometimes nothing of value happens. I would start makin sht up if the culture was so hell bent on numbers like that, and I'm sure it happens already with other business and systems.

[@ahmadezz3734]

Appreciate ❤

[@Badcitizenlgn]

Great advices! Thank you for this

[@samuelmendonca114]

Great content - the only thing I don't quite agree with is the mentality of only bringing problems to surface if you also bring out the solution. This is an old way of thinking that hinders psychological safety on teams. I personally think that people must learn how to structure a problem in a way that it is brought up in a constructive way, without pointing fingers, regardless if that person has any suggestions for solving it or not. So I'd rather have problems and no solution than having everybody thinking they are better off staying silent. Solutions should be a matter of team discussion. Like Charles Kettering says, "A problem well-stated is a problem half-solved".

[@cdk3law]

Wow, Dr. Winteregg...his seminars were great, and he always cared...

[@preciousalafe]

This is amazing 🎉

[@davidh4548]

Thank you for posting this! I really enjoyed it and found it enlightening!

[@realrewardsdxb]

Bang on ✍🏻

[@KomarBrolan]

Yup, everyone’s graph will go up because since you made it important they will game the system to ensure it. Also people will be wasting time gaming the graph instead of being productive.

[@danh2716]

My thoughts too. How to alienate your direct reports and get them to lie to you. What's next? A little Glengary Glenn Ross? First place is a new Cadillac, second place is a set of steak knives, third place you're fired!

[@michaelh7770]

What’s your alternative? Are people that stupid that they’ll game the metrics knowing that can lead to failure of the business and loss of their job?

[@KomarBrolan]

@@michaelh7770 The employees are simply responding to the environment they are put in. If you make graphs important for getting raises or staying employed they will make darn sure they have good graphs. If the side effect is the business goes under that’s on the boss not them.

[@nomadicj]

Substitute “statistic” with OKR and now we’re talking

[@michaelzerk]

Perhaps that would happen in isolation, but it’s also a good way to help people think about what they’re doing. Having some sort of metric can identify what activities do or don’t make the job better. Might provide support for pay rises or promotion later on.

[@behailuzewde3059]

I love your explanation style, keep on!

[@ajaycs4978]

Thank you Greg. Can we also add areas where we are seeking management support, since not all issues can be resolved internally on your own. pls share your views on this ...

[@MatterhornBusinessDevelopment]

Yes of course. These meeting points are meant to be gone over with the whole company. You can definitely have other, smaller team meetings to coordinate within your department, work on projects, problem solve together, etc.

[@albasarria60]

amazing! thank you for sharing!!

[@igorzagorsky37]

Thanks! Very simple yet very useful!

[@stacym532]

I love this

[@alkupik]

Nice video, very helpful!!!

[@MatterhornBusinessDevelopment]

Thank you

[@dascrypto3445]

I really enjoyed this video. I am going to start using this framework right away.

[@MatterhornBusinessDevelopment]

Great. Let us know how it goes

[@disprodelsaredes9787]

This is an excellent piece of advice! practical, neat, clear

[@antfirmin]

I really enjoyed that video. Punchy and to the point!

[@paresweet]

Awesome idea. I was reviewing number but never realized graph can be so important. Thanks a lot 🙏

[@MatterhornBusinessDevelopment]

Glad it was helpful!

[@Ninja.rider007]

“Everyone has a number that should be tracked or tallied”…. That alone says how he feels about his subordinates

[@johncarlos7810]

Very cool fella!

[@kiestbenny5482]

Life saver...thank u

[@adammajor123]

Whooooooo! Nice advice Ric

[@alexedagobor8791]

Safety should be covered too!

[@HomerOArnado-x1u]

Nice!

[@MatterhornBusinessDevelopment]

Glad you like it! Are you planning to implement this in your business?

[@HomerOArnado-x1u]

@@MatterhornBusinessDevelopment Yes, I'm embracing a new role to manage and lead a team in business. Thanks!

[@MatterhornBusinessDevelopment]

Congratulations on your new role! We’re really happy to help. :D

[@dalehyland8673]

That’s the best piece of advice I’ve seen - well played :) and Thank you

[@hanykhalil9048]

Awesom Approach. Unfortunately, our GM was organizing weekly meeting and gathering all departments to discuss all internal and external affairs, ignore all directors roles and respect .. how come ! Juniors and seniors together a .. very bad GM’ attitude….

[@MatterhornBusinessDevelopment]

Yes it doesn't need to be a gigantic long affair.