An effective team will achieve more than the individual members alone. The challenge for many organisations is how to create that effective team? There are a number of tasks to be addressed before we reach that point including the creation of a team- building culture, consideration for the individual employee, then look at the team leader before we can assess the team as an effective unit.
All this to do in addition to creating a culture that promotes employee engagement.
A suggested approach may include the following process for success.
Develop employees for the right roles
The starting point is to put the right employees into the right roles and engage them – as engaged employees are enthusiastic, resist distractions and quite often produce more than the job requires. While generally offering improvements they will be seen to achieve more and encourage others in their roles. Part of the engagement process would be to invest in them to through development and offering career advancement opportunities. Identify your targets employees who are performing well and challenge them with some key stretch goals. Resist the temptation to micromanage as there can be great learning from mistakes made.
Identify your future leaders
The actions of senior leadership, managers and supervisors are the key drivers of engagement as employee engagement is a critical element part of every leader’s job. Appropriate assessments can identify the job fit of your leaders from which the top and underperforming leaders can be identified. Concentrate on those leadership skills that engage staff. Aligning the behaviours and skills of leaders with the expectations of the organisation will increase their effectiveness.
Each employee has a different skill set. Assessing the team as a unit will allow managers to assess how those skill sets interact. A team that is assessed properly will offer increased employee engagement. When employees properly fit their roles and team’s productivity and performance will increase.
Creating a culture of engagement
Your organisation’s “culture” is the unique personality of your firm and you need to align new recruits with that business culture. Just as employee satisfaction is directly linked to job fit it’s also linked to culture fit. In order to remain engaged employees require a stimulating culture, a return on investment in your organisation and leadership from people that they respect. In order to increase that engagement the challenge is to ensure that you that the right employee in the right role.
Feeding your teams
Building a high performing team is more than putting a group of people in a room and refusing to leave them out until they have reached a solution. Maintaining an effective team requires planning, communication and decision making. In addition teams will need time, budget, tools and support to be successful. If the infrastructure is not available, productivity will be affected.
Critical conditions for team success
- Identify your organisational criteria for team effectiveness
- When recruiting look for the right skill sets and behaviours. Expertise alone is not enough to qualify someone for the team.
- Once established, you need to set meaningful performance goals: team effectiveness requires clarity about how deliverables are linked to team activities.
- Create an environment to foster an open decision making process which will allow team members to voice their opinions in an open and honest manner.
- Tolerating dissent allows people to be honest while putting the team’s interests above those of the individuals.