A focus on positive outcomes and achieving solid business results will help employees feel more in control during challenging economic times. In the article Staying Confident Through a Downturn, John Baldoni sends a timely message that confidence can be boosted by helping employees focus energy on process improvements and subsequently “on adding value.” Many of Baldoni's readers comment that it is during the challenging times that strong organizations step up to the plate and demonstrate their value, ability and strength.
Other readers who commented on the same article mention the need to focus on providing customer value and the role of teamwork. To be able to effectively provide value to the customer, employees need to be crystal clear about how their actions contribute towards customer value. This, in turn, highlights the need for alignment, good goal setting and regular communication.
But what role does teamwork play? According to author Andrew Wahl, in a Canadian Business Online article; now more than ever, leadership needs to approach business from a global perspective. In order to effectively accomplish this, organizations need to be open to new ideas, explore new options and may need to shift commonly held paradigms. Teamwork can facilitate new ideas and enhance learning by bringing together employees with diverse experience.
Performance management can help strengthen teams when applied properly. Simon Hollington, executive chairman of Values Based Leadership writes in People Management about the importance of communicating clearly about the purpose of the team, along with selecting members and leaders carefully. In addition to involving the whole team in planning “how best to hit their targets,” Hollington suggests that reward and performance evaluation processes should be structured to reflect teamwork and group contribution. Finally, but not least importantly, he recommends that teams regularly review performance with an understanding that “all reviews should lead to action.” And he supports the need for fun or social events to strengthen team relationships and build morale. Another method to improve team functioning is described by Marshall Goldsmith and Howard Morgan in Team Building Without Wasting Time. The process requires team members to identify two areas for improvement for which they will seek out regular feedback from other team members.
If, however, the performance management system is designed only to support individual performance, it is possible that it could de-rail team performance. Goals and rewards must be developed with both team goals and individual contributions in mind.
References:
Baldoni, John. “Staying Confident Through a Downturn.” Harvard Business [www.conversationstarter.hbsp.com]. March 14, 2008.
Goldsmith, Marshall and Howard Morgan. “Team Building Without Time Wasting” [http://www.marshallgoldsmithlibrary.com]. Obtained March 24, 2008.
Hollington, Simon. “How to … build an effective team.” People Management [www.peoplemanagement.co.uk]. CIPD: June 28, 2007.
Wahl, Andrew. “Leadership: Guts not included.” Canadian Business Online [www.canadianbusiness.com]. March 31, 2008.
