More and more has to be done in the workplace in less time. We are busier than ever. Many organizations have set up processes to ensure that everything continues to run smoothly. The focus in companies nowadays lies heavily on the processes. Unfortunately, that means these organizations are so focused on those processes that they forget what really matters: the people.
The processes help the organizations, but the work is done by the people. No matter how well the process has been devised, the people have to work together to ensure that processes produce results.
We are increasingly working together with others in teams. In this modern day and age, it has become normal to include colleagues and brainstorm on specific tasks. Working in a team has many advantages, it also introduces challenges. Certainly for managers, new theories and methods have evolved team management. Often, when forming a new team, a group of people is brought together who, as a collective, have the right skills to perform the work that is required. The team is composed solely on an array of skills that are brought in-house by the employees. No attention is paid to the personality of the team members and it is not checked whether the team members also fit together.
A team is expected to be a well-oiled machine and perform as an entity. But due to a lack of attention to the personality side of the team, the teams do not in reality form an entity. The expectations placed on the team therefore do not correspond to what the team can deliver, which creates tension and pressure between the manager and the team. Mutual discussions and conflicts between team members are no exception, resulting in a team that is not in balance and therefore cannot perform optimally.
Changes within an organization or team usually cause some form of stress for employees and teams. However, this stress often quickly disappears once stability and routine have been reestablished. But if too much is changed in succession, this is more likely to create chaos and stress out teams and employees. On average, the introduction of new methods of working take at least a year before it is fully implemented within an organization. Teams need time and support to effectively make the switch. As a team manager (Agile Coach, Scrum Master or Product Owner) it is important to consider the needs of the team and to take into account the impact that the change of working method has on the cooperation within the team. Not everyone experiences change the same way. Not everyone is as easy-going to simply adopt a new method and this difference in individual personalities can create tensions and unrest within a team.
Lack of insight and attention to the personality of the team members and the team creates imbalance and stress within the team. If left untreated, it will result in reduced team productivity and motivation. If the manager is unable to restore the balance within the team, this will result in increased absenteeism due to illness and an increased risk of burnout or the departure of team members.
As an organization and a team you are constantly adapting. The market and the conditions in which we have to perform are ever-changing and the frequency of these changes tends to get faster and faster. As a team manager, your challenge is not only to see these changes coming, but also responding effectively to them. Due to the high workload and work pace, taking the time for team development is quickly forgotten. As a result of which the adoption of new ways of working are left behind and the workload increases even further. If a team manager falls behind on performance and results, then this individual is increasingly in danger of setting the wrong priorities. Attention to the personality and development of the team, the productivity and stability of the team continues to decline. When this happens, it becomes increasingly difficult to regain motivation within the team.