Overcome 5 Management Challenges In A Digital World

Overcome 5 Management Challenges In A Digital World

Managing a team is no easy task. With an extensive list of tasks to do, including day-to-day performance and ensuring that you’re getting the best out of your team; it’s easy to feel overwhelmed.

Whilst feeling overwhelmed is not abnormal, it’s important not to let this lead to letting important aspects slip through the cracks – like training and professional development, for example, Employing an approach that integrates these aspects into your daily processes is a great way to ensure that both you and your team are equipped to tackle challenges and grow steadily.


Your primary focus should be to keep the members of your team productive and eagerly working towards shared goals. Truly productive teams are more than just equipped with the right skills and tools. They’re engaged, eager, and creative.

In order for your team to keep productive, however, you’ll need to provide them with the skills and support they need to do their work optimally, every day.

Team productivity can often be achieved through a balance of training, development, and engaging opportunities. With the recent shift from in-office workspaces to many employees working from home, online learning can be a great way to increase team engagement whilst teaching new skills and techniques.


As a manager, it’s important to spend some time talking to your team about new skills and ideas; but it’s just as important to recognize where your team members are already skills and highly capable. These skills should be encouraged and nourished.

This is where online learning can become a powerful tool yet again. Online learning isn’t just about learning new skills, it’s an effective means of reinforcing skills and value that your team members are bringing to the table.

Once you’ve implemented online learning, a great way to keep the ball rolling is by rewarding knowledge and improvement with incentives. These could be anything from physical prizes, to a coveted top position on your online training leaderboards. It’s important to identify incentives that are important to your team members, to ensure that they will work as a form of meaningful reward and recognition.


Teams thrive when team members can collaborate with one another. Unfortunately, in the post-pandemic workspaces, office culture appears to be considerably more subdued. This doesn’t mean that it’s impossible to create a great culture and a space where team members can collaborate with each other confidently. There are numerous online learning solutions that can be tailored to create a collaborative, more social-friendly, digital workspace for your teams.

Incorporating elements such as group tasks, online team builds and shared experiences can be a valuable asset in creating a collaborative team. This form of digital training can work as the ideal solution when teams are working from home, the office, or a hybrid model.


As a manager, you should always keep one eye open for new talent to develop and grow your team. Implementing a practical strategy can be the most effective way of finding and retaining top talent for your team.

Employers often struggle to find talent with the right skills for their teams. This is where a team culture of training and development can add value in more ways than one:

Today’s workforce wants to work somewhere where they will feel valued, encouraged and provided opportunities to learn and grow. Online training works as a great solution by creating a meaningful addition to everything you have to offer.

Secondly, a great training strategy means that your team’s skills are constantly growing and developing, leaving you room to focus your recruitment efforts on those hard-to-find (but just as important) soft skills.


Last (but not least), the mental wellbeing of your team is vital. During the rise of the pandemic, the importance of both mental and physical wellbeing has been highlighted, and a workplace-focus on employee wellbeing has increased significantly.

This does link partly to embedding a great company culture, which means listening to your team members, and taking actionable steps to help them thrive. But it’s also important to place a focus on removing unnecessary stress – so that employees have the capacity to focus on what really matters to them.

Your online training and development solutions can also be tailored to reduce stress and promote a reduced-stress environment. By including content that’s fun, bite-sized, and relevant, you’re ensuring that online learning isn’t just another task that drains your employees’ energy. Online learning should be something they can jump into when they need to, for a quick burst of new ideas and inspiration.

These five elements can assist any manager in employing an approach to team management that provides opportunity for both you and your team to tackle challenges and grow steadily towards your goals.

Supreme Staffing Group – Superior People, Superior Service


Rear close up view of female employee brainstorm talk on video call with diverse colleague on laptop. Woman speak engaged in team group discussion, have webcam company online meeting or briefing.

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How To Build Your ”Employer” Branding & Make People Want To Work For You

How To Build Your ”Employer” Branding & Make People Want To Work For You

1.    Define and communicate your values

Do you know what you stand for? Even more importantly, do your employees? Your brand and your people are defined by your values, so it’s essential that your values are clearly defined and communicated to both current and potential employees, so that they can relate to what your brand really stands for.

This helps you develop and maintain a meaningful connection with potential hires. It offers them a reason for getting in touch with your business beyond just making money, and adds value and purpose to the job offering and work that they will do within your organization.

2.    Set clear expectations

If your job ad is vague or doesn’t include enough information about a position, chances are that the most qualified job seekers will simply ignore it, causing you to miss the chance to engage with your ideal candidate. To grab the attention of the best candidates, it’s vital to make expectations as clear as possible from the get-go.

It’s also important that your employer brand identity is communicated through everything that your post, and that it shines in every interview you conduct. Share meaningful, goal-driven, measurable details with your candidates. Communicating information such as precise responsibilities, tools available for use, skills required to perform well is valuable to good candidates.

3.    Be mindful of working world trends

As COVID-19 recedes and life regains some level of normalcy, it’s a good time to look ahead to some of the talent acquisition and recruitment trends that we seem to be experiencing as a result of massive shifts in the working world. COVID-19 has had a big impact on many facets of HR, and recruiting is no different.

Job seekers and employees have expectations and ideals for their work life that look very different than they did two years ago, and it’s important to take employee expectations and preferences into account when looking to hire and retain top-talent.

This includes trends like remote interviewing and remote working; flexible hours; diversity and inclusion; benefits and work perks, and upskilling. Your employer brand should be able to define what will make a job seeker devote their time to your business and project instead of another one.

4.    The importance of employee feedback

Feedback isn’t just constructive criticism and instruction from the top down. Feedback should be a two-way street and that goes for new employees too. Get their feedback on how things are going right from the start so you can ensure each new hire has the resources they need to succeed and a great experience with your employer brand from day one. In order to get this information, you need to put open-ended, regular, and consistent feedback systems in place.

5.    Measure and improve

Numbers are vital to your HR expert, the recruiter working with your business, or your managers. Everyone involved in the onboarding and selection process relies on a meaningful measuring and reporting process in order to better their efforts and recruit more effectively.

Whilst employee feedback and open-ended questions are great for analysing employee sentiment towards your employer brand efforts, you also need other forms of data to create a holistic idea of how you’re performing.

Almost every element of your hiring process can provide you with measurable data. For example: what platform have you managed to find the best, most qualified people for your business on? What kind of ads do people respond to the most? Tracking the success of your employment efforts will help you and your team in all your future endeavors and even help you boost employee loyalty, as well.


Every business can benefit from a strong employer brand identity. Focus on these five aspects in your hiring strategy, and you’ll get a better chance to hire the right people for your organization!

Supreme Staffing Group – Superior People, Superior Service


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