What drives team performance

Using the power of data analytics the HR department can evaluate the performance of a team. But before collecting the data it is important to understand and define “effective performance”. The workforce of the company can be categorized in three types: executives, employees, and leaders (  CEOs, CMOs, CFOs, other Cs). It is interesting to note that the definition of effective performance is not the same for these three types. The expectations vary for executives, employees, and leaders due to their work load, work profile, and responsibilities in the company.

Following are the few parameters which lead to success of the project in team work:

  • Emotional freedom Ability to speak their mind without being judged and categorized as stupid
  • Reliability Team members feel they can rely and trust each other’s work
  • Understanding All the team members should be on the same page while beginning with a project. This happens with clear understanding of the expectations and goal of the project.
  • Intrinsic motivation Each team member should be intrinsically motivated and find purpose in their inputs to the team work
  • Power Power of each team member should be seen directly in the final work. Individual employee must feel the team is incomplete without their input.
  • Commitment to performance
  • Common purpose

Other factors (less significant) which may contribute to the overall performance of the team can be:

  • Size of the group
  • Individual personality and compatibility
  • Demographics ( sex, race )
  • Abilities
  • Opinions

Group composition, group structuring, and ecology of the group must not be ignored either. Group composition has the maximum impact on the dynamics and performance of a team. Several research suggests managers to use an optimal blend of employee characteristics to devise an ideal team for maximum productivity.

 

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