Teams require a layer of relationship management on top of the actual work that needs to be done. So why don’t we just break our teams into groups of two or even just break the entire time into tasks, each taken on by one person?
As a leader, communicating to manage performance and the delegation of tasks is often less stressful and seems more efficient than giving a team the entire job to do, and managing their relationships, right? Here is why it makes more sense for you and your organization to assemble strong teams and foster a robust, positive teamwork environment. The output of single-person work strategies will suffer. The reality is that humans thrive in teams, and you’ll realize greater productivity if you can learn to successfully manage them.
1. Increase the Bus Factor. The bus factor is the number of team members that could be hit by a bus –or more likely, get sick, leave the company, or have any other event that takes them off the job, and still proceed with the project.
2. Increase learning. People who work alone or in a pair tend to develop obscure work processes and your organization’s “best practices” get forgotten. Don’t let this happen in your organization. Maintaining a strong team will keep everyone on track, learning from each other, and maintaining the quality of your workplace and results.
3. Accountability is invaluable. The powerful force of peer pressure is a motivation to help your team fly past the motivational dips of a tough project. If you can assemble a team of people who have mutual respect for each other, the natural accountability will work for you.
4. Retention rates will rise. Employees who have to carry the load of an entire project on their own tend to have low morale. This means lower happiness and consequently lower retention. Keep your retention rates high by fostering strong teams, positive teamwork, and group celebration of achievements along the way.
Team Effectiveness Checklist
Ask yourself these questions about your team:
Are there conflicts between certain people that are creating divisions within the team?
Do team members need to get to know one another?
Do some members focus on their own success, and harm the group as a result?
Does poor communication slow the group’s progress?
Do people need to learn how to work together, instead of individually?
Are some members resistant to change, and does this affect the group’s ability to move forward?
Do members of the group need a boost to their morale?
Leaders with the most impact are those who can build and successfully manage great teams. Every day, we help our clients and colleagues achieve their highest levels of professional presence and personal effectiveness. That includes everyone on the ladder, from company presidents to project managers, to staff members. Contact us us to find out how we can help you impact your own productivity and the productivity of your entire organization. Call email@example.com | 800-282-3374