Participants work together on a project, adopting the personal and professional qualities of other employees. This works both positively and negatively. This fact gives an understanding that it is initially important to select people with positive personal qualities for the team. The team has potential when each person in it instills the best qualities, values, habits in colleagues. Ability to listen to others It is difficult to build teamwork if people do not listen to others. They ignore information at meetings or requests from the manager.
Successful teams consist of engaged and attentive people
Therefore, an important skill of the team is the ability to not just paraguay phone number library listen to what others say, but to hear them. Common goals, solutions and motivation It is almost impossible to build effective teamwork if the employees do not have a common goal. Imagine that members of a hockey team were given different goals: to beat the opponent, to show off a new uniform, to perform the “slapshot” technique.
As a result, each player will go for his own goal
Although there should be only one – to win the match. This rule applies to any team. Motivation should also be the same, no matter whether it is monetary or not. If someone is paid a bonus for winning, and someone is told “thank you”, this will pay rise workers on disunite people. Therefore, it is necessary to take into account the influence of such factors on employee productivity, to develop a system of motivation for teamwork. If decisions are always made by one person and passed down from above, it will also be impossible to build teamwork. Any team needs to bring at least some of the issues up for discussion.
It is important for employees to participate in decision-making
For example, a team decides what core tools it will work with. In this case, team members realize that they are part of a team, they feel important. This is ws data important for the success of the team and the company. Stages of Team Development There is a model of group dynamics, according to Formation. Seething or storm. Grinding in or normalization. Functioning. Parting. The author of this model is psychologist Bruce Tampen. Each team goes through these stages. This is equally true for a team of up to 5 people and a company with a team of 20 people or more.