Managing Teams for Effective Performance

Team Management Approaches Towards Higher Organizational Performance

Ineffective team effort is often occasioned by lack of proper knowledge of the vision of the team and the respective roles that each individual needs to play in order to steer the team towards achieving the collective goal (Bragg T., 1999). These factors result in each individual focusing their efforts in different directions hence achieving little or noting at all without the purposeful vision. In order to curtail the continued ineffective team effort, there is need to have each team leader to make the team members understand the vision and also the mission they have been assigned and eventual roles that each individual needs to play and the people they have to collaborate with in achieving the intended end result.

The main cause of lack of trust within any team is often the closed and dishonest communication among the colleagues and also from the management to the employees and vise-versa (Management Issues, 2015). The most effective way of overcoming mistrust within the team is fostering the significance of team work where each employee or team member will see the others as a potential help and not threat hence they can open up to each other. There is need to ensure there are no egoistic approaches to team activities. The management also needs to have an honest approach to challenges facing the employees and develop an open communication system that will empower the employees to air out their issues hence developing trust in the management.

Many organizations face the problem of minimal staff engagement in the matters of the organization, particularly in activities which are not compulsory for them or are not directly within their areas of responsibility. This is often caused by lack of belonging or the feeling that the end result of the activity will not affect them in any way. The management therefore needs to first engage as many employees as possible in running of departments or sections within the organization. When one is directly put responsible for a given section or activity then they shall feel the burden to participate in ensuring the activity is successful. The employees also need to be adequately trained to carry out some activities before they are put to task to handle the tasks. With the right training the employees will feel ready to handle the tasks hence increased interest and participation (Jones D.C. & Pliskin J., 1988).

In organizations where there are distinct division between the staff and the management, the most likely cause if often the lack of open, frequent can effective communication between the two groups. When there are significant issues that the staff express and the management seem not to reply or take keen attention on, then there will be the assumption that the management does not care hence the division develops. The management hence needs to have an active listening and effective communication addressing the issues raised by employees, an act that will make them have a feeling of belonging and that they count hence narrowing the divide between the two.

Ineffective communication is one of the biggest challenges that many institutions face and this applies to the management and the staff members as well. The management and the staff have to make great adjustments in order to ensure there is effective communication between them. Misunderstanding of the organizational vision, lack of leadership, unclear team goals and duties, undertrained staff members, limited feedback and employee disengagement are all to blame for the ineffective communication within the organization (Brookins M., 2015). There is need hence for the staff and management teams to be sure of the vision and roles that each member should play and have an effectively trained team and always provide the feed back to the other team in order to have a scenario where communication is effective within the organization.