It\u2019s no secret that any badly managed team generates a loss for a company \u2013 not only in terms of revenue, but also time, energy, and resources that every company should use efficiently. A manager who uses their resources incorrectly will likely lose their team sooner or later (if he doesn\u2019t become exhausted first, that is). Keep in mind that better management lies in your best interest, readers! <\/p>\n\n\n\n
Poorly managed teams are 55% less effective, on average. That\u2019s why every team of employees should operate at the same levels, as part of a well-maintained machine. This is especially true in the rapidly evolving ad tech industry, where no company can allow itself to fall behind the competition. With there being such a shortage of ad ops specialists and traffickers in the market (as we\u2019ll look into below), it\u2019s just not an option. <\/p>\n\n\n\n
Sounds a bit too ideal? It could be, but it\u2019s still possible to execute. Yieldbird experts cooperate with hundreds of ad ops teams worldwide, and they confirm that regardless of the country, cultural conditions, or team size, those three rules are commonplace for effective groups of employees.<\/p>\n\n\n\n
Below, we\u2019ve prepared some other observations about providing your team with the right energy for cooperation. What do you need to know when managing a team of ad ops specialists or traffickers? Here\u2019s the list:<\/p>\n\n\n\n
Keep in mind that<\/b>:<\/p>\n\n\n\n Working with ad tech tools or analyzing campaigns often requires a lot of concentration, analytical thinking skills, and a comprehensive approach to a problem. This means that there is a big probability that a person with a calm and composed character, who might also be an introvert, will be the perfect ad ops specialist\/trafficker.<\/p>\n\n\n\n Managing a team of introverts<\/strong>? What a challenge! On one hand, these people have a great ability to work with repeatable schemes and patterns, which is pretty abundant in this profession. On the other hand, your team might miss out on a real \u2018people-person,\u2019 who can always strike up conversations and work smoothly with others.<\/p>\n\n\n\n A variety of personalities on a team is important for reaching that perfect level of work dynamics. What does that mean<\/b>? The more different personalities on your team, the more energy the team will have. And the level of energy that a team generates over a working day is proportional to its effectiveness. So if energy stays at the same level the entire time, it becomes too uniform and doesn\u2019t create much of a \u2018rush\u2019 in the workplace. That then makes it hard to develop harmony within the team, with every member contributing varied sets of knowledge and convictions.<\/p>\n\n\n\n So just keep in mind that<\/b>:<\/p>\n\n\n\n Ad ops specialists usually have the opportunity to test and introduce many new products and technological solutions, creating the possibility for on-going growth. Even if you have less innovative solutions to offer sometimes, and you work on well-known schemes, it\u2019s worth developing a rotational model in your team in terms of executing particular tasks and projects. Changing the scope of completed activities from time to time allows your team to learn all possible perspectives of the work of a trafficker. It also brings a lot of variety to your team\u2019s daily work.<\/p>\n\n\n\n So just keep in mind that<\/b>:<\/p>\n\n\n\n So just keep in mind that<\/b>: Some tasks may (and should) be assigned to your team, not only to you.<\/p>\n\n\n\n Keep in mind that<\/b>:<\/p>\n\n\n\n This will make the employee feel more motivated and supported in their independence. Don\u2019t be afraid of employees making mistakes. You made mistakes in the past too, and you probably still do. They\u2019ll learn from them and start performing better.<\/p>\n\n\n\n Proper management and motivation of team members are important<\/strong>, and nobody needs to be convinced about this fact. The quality and speed of an ad ops team are decisive factors in the generation of profit for the entire company. With its capital in mind, taking care of your employees should be a priority. The value of their work is the value of the company. You should also remember that more and more often, there\u2019s a shortage on the market of specialists offering technical skills. That\u2019s why once you have employees on your team who are responsible for this area, trust them, let them grow, and motivate them to continue their work.<\/p>\n\n\n\n
It\u2019s been a long time since unity was the prevailing theme in social and company structures. Nowadays, everyone wants to be an individual and to be treated as adequately as they think they should be. And actually, this is the key thing that you should start with \u2013 personalizing the method of management depending on<\/b>:<\/p>\n\n\n\nKey 2: New day, a new challenge<\/h3>\n\n\n\n
The work of a person in charge of ad operations can seem monotonous to some. It\u2019s all too often associated with repeatedly performing the same tasks, but there are some truly big opportunities involved in it (especially in the programmatic ecosystem). <\/p>\n\n\n\nKey 3: Be free and let others be free<\/h3>\n\n\n\n
It\u2019s worth noting how specific tasks are completed by the people who are responsible for such tasks. Every team has people of varying levels of independence, but the key to achieving balance is the proper assignment of tasks. If you are a manager, then you certainly know how it feels to have too many responsibilities. But in the end, this is always your choice.<\/p>\n\n\n\nBenefits of delegating assignments:<\/h4>\n\n\n\n
Key 4: Motivate!<\/h3>\n\n\n\n
One small step for a manager, one big step for an ad ops team<\/strong>! Neil Armstrong isn\u2019t the only one who noticed that sometimes seemingly small tasks can translate into big successes for a large group (whether it\u2019s humanity or your ad ops team). That\u2019s why it\u2019s worth considering the best ways to successfully motivate your team. There\u2019s always a big selection of more-or-less obvious activities that make your employees more motivated, activities that don\u2019t require much effort or time but often lead to huge results. Sometimes all you need is a little push!<\/p>\n\n\n\n3 motivation-hacks that you can implement straight-away:<\/h3>\n\n\n\n
Such an initiative taken by the manager can really work wonders in overcoming the daily routine! Even though cyclical team training that keeps everyone\u2019s knowledge up-to-date may be the norm with your team, but any additional reason to share knowledge and obtain that knowledge from others will motivate your staff. Consider organizing internal workshops where everyone can talk about their experiences based on particular case studies.<\/li>
Even if there aren\u2019t any party animals or dancing queen\/kings on your team, you have to always remember that you\u2019re a team. And the better you get to know each other, the easier it will be for you to cooperate. Try asking your employees what type of team-building they prefer. This doesn\u2019t have to be a safari ride. You can all just go out for lunch or order pizza to the office and eat it together. People are usually really happy to work with such a team!<\/li>
According to research conducted in 2015 with results published in 2016 by the WorkHuman Research Institute, an employee should be praised at least once a week in order to achieve their maximum effectiveness. Think it\u2019s too often? Not at all! Praising can be about really small things, such as doing a task better than the last time, developing an idea to optimize a method\/speed of work, or even a positive approach to a problem despite numerous obstacles. Sometimes all you need is a \u201cthank you\u201d. A good team spirit can be continuously fed with positive feedback about the work of particular people. Even if your employee made a mistake, praise them for the effort. They tried, didn\u2019t they?<\/li><\/ul>\n\n\n\n