Management Secrets For A Happier and More Productive Team

In today’s fast-paced workplace, keeping teams motivated and engaged is a challenge that many managers face. In this talk, Ben Askins shares valuable insights on fostering happier and more productive teams. With data from over 200,000 shared workplace stories and a following of over 1.5 million professionals, Ben provides a unique perspective on leadership in 2025.

The State of Workplace Engagement

One of the key takeaways from the session was the sobering reality of workplace engagement:

• 62% of employees feel disengaged at work.

• 54% experience daily job-related stress.

• Only 31% of workers under 35 describe themselves as thriving.

With statistics like these, it’s clear that organizations need to rethink their approach to management. A well-motivated team can increase individual productivity by 21% and overall team performance by 43%.

The Four Modern Functions of Management

Ben emphasised that effective management in today’s world boils down to four key functions:

1. Planning – Setting clear team goals, defining job descriptions with measurable metrics, and keeping employees informed about company progress.

2. Organizing – Creating structured onboarding processes and hiring proactively based on business needs.

3. Leading – Providing regular one-on-one meetings, reinforcing positive behaviour, and managing underperformers fairly.

4. Tracking – Monitoring performance, employee satisfaction, and retention rates to make informed management decisions.
   
   

Actionable Steps for Better Team Management

To build a more engaged workforce, Ben suggests focusing on the following key action items:

• Set clear objectives and measurable targets.

• Regularly communicate both successes and challenges with employees.

• Gather feedback in a way that makes employees feel safe and heard.

• Implement structured onboarding for new hires to ensure smoother transitions.

• Monitor workload distribution to prevent burnout and make data-driven hiring decisions.
  
  

Handling Underperforming Employees and Difficult Managers

One of the toughest challenges for any manager is addressing poor performance and toxic leadership within the company. Ben's advice? 

• When dealing with underperformers, provide clear feedback and warnings before making termination decisions. Firing should never come as a surprise.

• Toxic managers, even if they bring in revenue, can destroy team morale and retention. Address behavioural issues directly before they lead to long-term damage.
  
  

The Importance of Self-Awareness in Management

A great leader is one who continuously improves. Ben encouraged managers to develop self-awareness by:

• Recognizing personal weaknesses and working on them.

• Sticking to structured management plans to stay accountable.

• Using tailored feedback methods like the “Stop, Start, Continue” model to refine leadership skills.
  
  

Final Thoughts

The message for most of us is to start embracing continuous learning, proactive leadership, and a personalised management style. Effective management isn’t about rigid structures, it’s about understanding what works for your team and implementing strategies that foster long-term success.

By following these insights and action steps, organisations can create work environments where employees feel valued, engaged, and motivated to perform at their best.