Traditionally, employee workplace performance has been studied at the individual level; figuring out how to make employees more productive versions of themselves. However, it has become imperative to consider team performance optimization as the majority of modern work has become more and more team based. In fact, within most modern organizations, teams have become the basic unit in which an organization operates.
In order for communities to stay competitive, management should not only focus on how their employees are working individually, but also how they work together.Today, on corporate campuses and within university laboratories, psychologists, sociologists and statisticians are devoting themselves to studying everything from team composition to email patterns in order to figure out how to make employees into faster, better and more productive versions of themselves.
Since every team is made up of individuals, when every member learns to utilize more of her/his potential with personal development, the team can be more effective. In addition when they work on themselves, they will learn and/or improve their communication skills which will eliminate communication breakdowns and result in empathy as well as sensitivity toward team members.
Recent studies have shown that employees who work in teams tend to achieve better results through collaboration. Faster innovation, improved problem solving capabilities, and the ability to spot mistakes quicker are a few positive outcomes identified by researchers of team-based work. Hence, maximizing an individual employee’s potential may require a better understanding of how well they function within teams in the workplace.
There is some studies showed that Teams tend to:
- Innovate faster
- Achieve better results
- Higher job satisfaction
- See mistakes more quickly
- Find better solutions to problems
If a company wants to outstrip its competitors, it needs to influence not only how people work but also how they work together.
- how teammates treat one another
- gets a chance to talk
- good conversational skills; everyone
- having clear goals
- creating a culture of dependability
- social sensitivity; being aware of - how others feel based on things like their tone of voice and facial experssions
‘‘I think, until the off-site, I had separated things in my head into work life and life life,’’ Laurent told me. ‘‘But the thing is, my work is my life. I spend the majority of my time working. Most of my friends I know through work. If I can’t be open and honest at work, then I’m not really living, am I?’’
No one wants to put on a ‘‘work face’’ when they get to the office. No one wants to leave part of their personality and inner life at home. We want to know that work is more then just "labor".
‘‘By putting things like empathy and sensitivity into charts and data reports, it makes them easier to talk about,’’ Sakaguchi told me. ‘‘It’s easier to talk about our feelings when we can point to a number...Why would I walk away from (work)? Why wouldn’t I spend time with people who care about me?’’
Everything is different now, today’s winners deserve a trophy because they are cleareyed enough to discard yesterday’s conventional wisdoms and search out the disruptive and the new.
In the best teams, members listen to one another and show sensitivity to feelings and needs.
Finally,It’s sometimes easy to forget that success is often built on experiences — like emotional interactions and complicated conversations and discussions of who we want to be and how our teammates make us feel.
