The Top 10 Ways to Improve Team Dynamics at Work
Effective leaders know that the ability to improve team dynamics at work is crucial for individual, team, and organizational success. People manager assessment center data tells us that when work teams operate cohesively, they are more innovative, productive, and resilient. Conversely, poor team dynamics at work can lead to workplace politics, process inefficiencies, and a decline in overall performance.
How to Improve Team Dynamics at Work
Based upon project postmortem and change management simulation research, here are ten practical strategies to improve team dynamics at work. If you want your work teams to perform at their peak:
- Set Clear Goals and Objectives
We know from our organizational alignment research that strategic clarity accounts for 31% of the difference between high and low performing teams. Goal clarity provides the necessary direction and motivation for teams to perform at their peak. Team leaders should ensure that team goals align with organizational objectives, regularly track progress, and celebrate meaningful milestones to maintain momentum.Are goals and accountabilities clear enough to everyone on your team?
- Define Clear Roles and Responsibilities
Team role ambiguity leads to inefficiencies, conflict, and disengagement. Research by Effectory found that team members who are unclear about their roles and responsibilities are 47% less efficient and 73% less effective at work. Once goals are clear enough, invest the time to clearly delineate each team member’s role in a way that plays to people’s strengths and motivations. Regularly review and adjust team roles as needed to align with changing demands and career aspirations.Do all team members know how to best depend on each other to succeed?
- Create a Culture of Accountability and Transparency
When it comes to performance, a cadence of accountability at work In a Workplace Accountability Study, 82% of respondents said they have limited to no ability to hold other team members accountable. Once team members are clear about exactly what is expected of them, it is time to design a performance management process that exposes where people stand relative to performance expectations in a way that is perceived as fair, timely, accurate, meaningful, consistent, proportionate, transparent, and relevant.Does everyone on your team know where they stand and consistently do what they said they would do?
- Lead by Example
In general, team members look to leaders and high performers to understand the rules of the road. Once goals, roles, and accountability systems are in place, leadership action learning participants know that leaders must visibly model the key behaviors they want to see in their team. Leading by example sets the tone for the team and reinforces the team norms and attitudes required to get you and your team where you want to go.Are your team leaders walking the walk and talking the talk?
- Foster Open Communication
New manager training participants know that open and honest communication is required to maintain and improve team dynamics at work. Whenever possible, actively encourage team members to express their ideas, concerns, and feedback without fear of judgment or reprisal. Implement regular team meetings and one-on-one engagement meetings with each team member. Focus on actively listening to understand what matters most to each team member on a personal and professional level.Do all team members have the information that they need to succeed and feel like their opinions count?
- Promote Diversity and Inclusion
Research has found that diverse teams are simply smarter. The varied perspectives of diverse teams bring more creative solutions, mitigate risks, and create better decision-making. High performing leadership teams have an inclusive culture where all team members feel valued and respected.Is team diversity and inclusion valued and rewarded?
- Encourage Collaboration and Team Building
When multiple skills and perspectives are required to get work done, teams outperform individuals and working groups. Shared goals and rewards encourage collaboration. Relevant team-building activities such as team workshops, strategy retreats, and social gatherings help team members build trust and foster a sense of unity.Are you building high performing teams?
- Provide Constructive Feedback
When we assess organizational culture, employees consistently rank consistent and constructive feedback as vital for personal and team growth. Create a culture of employee feedback where people know how to give and receive feedback focus on specific behaviors and desired outcomes rather than opinions. Encourage a growth mindset by supporting specific areas of improvement.Do you have a culture of feedback?
- Invest in Professional Development
Dedicate time each week for specific team learning activities to build the capabilities and confidence of the team. Offer customized training programs to help keep team members engaged and equipped with the latest hard and soft skills. Encourage team members to pursue certifications and attend industry conferences.Are you visibly investing in your team’s development?
- Address Conflicts Promptly
While a certain amount of conflict and debate is necessary to gain full commitment to strategies and plans, too much or unnecessary conflict creates team disengagement and turmoil. Develop an agreed upon conflict resolution process that is fair and transparent. Handle conflicts promptly and effectively to prevent unwieldy frustration and escalation.Are you encouraging constructive debate to maintain team harmony and prevent long-term resentment?
The Bottom Line
When collaboration is essential to achieving business results, the ability to improve team dynamics at work matters. Make sure that your teams know the work and specific tasks required to deliver those results. Then create a high performance environment for them to do their best work together.
To learn more about how to improve team dynamics at work, download this proven Sample Team Charter Template