To
create effective teamwork, these
powerful actions must occur:
Managers communicate the
clear expectation that teamwork
and collaboration are expected.
Supervisors are open and receptive
to ideas and input from others.
Team members can help keep other
employee motivated by encouraging
each other to contribute ideas,
resolving differences to make
the situation a win/win situation,
help keep everyone involved by
asking members for input and ideas,
and using humor as a reminder
that we can all get through the
work even if it seems difficult
at times.
Make sure employees
understand the overall production
process, particularly as it
affects their work. They should
understand how they fit in,
and how to measure their performance.
They should particularly understand
areas they can control, such
as productivity, customer satisfaction,
and material loss.
Managers have to transition
from command and control to
coach and facilitate. Monitoring
and supporting the team’s
development is the focus.
Public rewards for
team accomplishments encourage
teamwork and team building.
The behaviors of people rewarded
with promotions or pay increases
signal to others what is necessary
to be successful. Supervisors
should reward behavior that
is consistent with the values,
goals, and mission of the organization.
Important stories and
folklore that people discuss
within the company emphasize
teamwork. Celebrate group successes
publicly. Communicate story
at the employee meeting. (Remember
the month the department team
reduced merchandise lost by
5 percent? Which employee “do
well” and are promoted
within the company are team
players.)
The team player is a person
that can influence others to
act in a certain way. This employee
may need at times to influence
his team and provide a vision
of what the organization or
the specific task requires.
Public rewards for
team accomplishments encourage
teamwork and team building.
The behaviors of people rewarded
with promotions or pay increases
signal to others what is necessary
to be successful.
Hold department meetings
to review projects and progress,
to obtain broad input, and to
coordinate shared work processes.
If team members are not getting
along, examine the work processes
they mutually own.
Use employee climate surveys
to build openness and reinforce
desired values. The surveys
address attitudes and concerns
that help the organization work
with employees to instill positive
changes. Employee climate and
attitude surveys assess the
attitudes of managers and employees
in a confidential and non-threatening
way. Employee surveys can address
specific areas of employee concern
or cover much broader areas.
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