Team effectiveness is more than a ‘catch-phrase’ for fun HR activities. A dysfunctional team can have disastrous effects on productivity and organizational performance.
Here are a few key indicators that you need to improve your team effectiveness:
- There are members of your team that don’t understand the decisions being made (or they disagree with the decisions)
- There are members that don’t understand how their role fits in to the organizational goals or mission.
- There are members of your team that don’t know what is expected of them or what they need to accomplish.
- There are members of your team that don’t receive regular feedback or don’t feel their work is appreciated.
Other more obvious indicators include open hostility or conflict, boredom, frequent complaints, inefficient meetings, and more. Although some of these may also indicate deeper issues, many stem from a team’s uncertainty of their role, perceived effectiveness of their work, and commitment to the job. Mending or avoiding these issues entirely is key to developing an efficient team that performs well independently and with others – and is content and clear about their job.
Improving team effectiveness doesn’t happen overnight. It’s a process that builds competence in several complementary skills. These skills overlap to provide strength and stability in any team:
- Setting goals
- Managing conflict
- Team development
- (and more)
GOING FORWARD: Monitor your team’s strengths and challenges. Observe how they perform and interact with each other and with other departments. You can start to improve your team’s effectiveness by aligning goals and providing regular feedback.
Need help diagnosing your team’s struggles and opportunities? Contact ARC Learning to learn how our sustainable programs can help.