Most businesses are aware of the importance of team building, but few know how to use it in a way that keeps productivity high, and conflict low. Too often managers assume how a team should operate without checking the facts. They assign employee's roles based on previous performance and hope that inter-dependencies will be communicated eventually between those whom they concern. This is not the way to build a team, but it is the way to destroy one. Managers that construct teams this way are lacking knowledge and communication, two of the most important tools in the team building process.
A sensible coach is not going to replace an all-star player with an injured player who's been out all season in the last five minutes of the championship game, and managers shouldn't either. One of the most important aspects of team building is selecting the most qualified employee for each role within the team. Previous performance and "gut feelings" are not entirely accurate when it comes to predicting how an employee will perform in a new role. Managers who only look at an employee's history are neglecting aspects of that employee that will impact a team environment.
Employee assessments give managers a big-picture view of each individual on their team. Assessments can provide quantitative data that helps to support a manager's intuitive thoughts. These results will showcase an employee's behavioral tendencies that can impact their interaction with others in a team setting. Managers should realize that greater importance should be placed on a person's behavior as opposed to their skill sets, because behaviors are natural, and skills are learned. Once each potential team member has been assessed, and their results compared, managers can make decisions that will benefit the team by choosing people's roles accordingly.
Once team members have been appropriately placed into their roles, the next step for managers is communication. A house isn't complete without walls and a roof, and team building isn't complete without job descriptions and constant communication from the leader. Detailed job descriptions are the framework for how the team interacts and functions. Managers should be sure to include specific roles, interdependencies, and expectations in each team member's job description. Expectations should also incorporate what team members are expected to achieve if another member is absent, or if another person has difficulty performing their designated roll. Formally adding a definition to a person's role allows goals to be set more easily, and adds clarity to a complex team dynamic.
Communication is crucial for effective team building, especially after job descriptions have been implemented. Managers should encourage development between team members to ensure that interdependencies are understood and achievable. Communication from managers will help to construct a team that openly communicates, and therefore is more efficient and productive. A team built on communication will be able to function in times of crisis, and will remain productive when team members are absent or unavailable. Managers should strive to over-communicate so that all questions are sufficiently answered, and that seamless interactions between the leader and team members are possible.
Employees who are given constant communication from their managers or leaders feel engaged, and will produce at higher levels than employees who receive little or no communication. Teams that receive constant communication from their leaders will be able to function more efficiently, and will be influenced to communicate more with each other. This constant transfer of information and interaction creates a positive and engaged team building culture that ultimately increases effectiveness and decreases employee turnover.
Team building is a multi-faceted concept that requires managerial nurturing to properly develop. Employee assessments and communication are two of a manager's most successful tools when trying to build an effective team. Assessments provide a layout, and communication constructs all interaction and goals for productivity of the team. These tools will help managers to build successful teams that add value to the company and produce quality work.
Jim Sirbasku is co-founder and CEO of Profiles International, a leading provider of human resource management solutions and employment assessments for businesses worldwide.
