DNVN - According to the latest research by Dale Carnegie, organizations that prioritize a culture of empathy, accountability, trust, and the right use of technology support will have a clear competitive advantage. These factors not only help exploit diverse perspectives but also promote innovation and create high-performing teams.
A series of challenges in team management
Dale Carnegie’s “Culture of High-Performing Teams” survey of 2,650 people globally found that while 96% of teams met their performance goals, only 30% were considered high-performing. This was not due to the limitations of remote technology, but rather to organizational culture and workflow.
At the same time, businesses are facing challenges in how to maintain the performance and effectiveness of teams, especially in a hybrid working environment. Inefficient workflows and weak organizational cultures can reduce productivity and miss growth opportunities.
In that context, for teams to function best, organizations and businesses need to focus on seven key factors:
Define clear goals and vision: Teams need to have clear goals, broken down into specific milestones to easily track progress.
Narrowing the perception gap between leaders and employees: The perception gap between leaders and employees about organizational culture can cause a lack of consensus.
Understand team needs: Member satisfaction is critical to maintaining collaboration and high performance.
Effective communication: Open, transparent communication helps teams understand each other and increases collaboration.
Adaptability and Mastery: A spirit of continuous learning and flexibility in the way we work are key to coping with the constant changes in the business environment.
Collaboration and cross-functionality: Encouraging constructive feedback and continuous collaboration among teams will help increase productivity.
Technology cannot replace culture: Technology is just a supporting tool, not a substitute for cultural cohesion and team spirit.
Need to have clear purpose and vision
The key to direction and motivation. Team purpose and vision not only provide direction for work, but are also a major source of motivation. When team members have a clear understanding of the common goal, they are more accountable and free to find creative solutions. Especially in a remote work environment, autonomy and personal responsibility become even more important.
Narrowing the perception gap
Dale Carnegie research also found a large gap between leaders’ and employees’ perceptions of organizational culture. While 73% of leaders said their organization had a good culture, only 48% of employees agreed. This gap can undermine trust and respect. To overcome this gap, leaders need to listen to and understand employees’ perspectives before making decisions.
89% of high-performing teams report being highly satisfied with their work and their teams. Collaboration, participation, and trust are factors that drive this satisfaction. To maintain satisfaction, leaders need to create an empowering environment that encourages team members to develop their skills and knowledge.
In a constantly changing work environment, teams need to commit to continuous learning to adapt and master new skills. Empowering employees is a way to make them feel more confident in contributing to the success of the team.
Team satisfaction not only increases productivity but also creates a positive work environment. When team members feel satisfied, they are more motivated to work and are willing to contribute more to the team.
Leaders need to listen and understand employees' perspectives before making decisions.
Effective communication
Effective communication means being clear and transparent in presenting the message to the audience, with appropriate tone, style, frequency, and channel of communication.
In addition, encouraging open and two-way communication to receive valuable feedback, mutual understanding and continuous collaboration is another success factor. However, in reality, leaders should understand that the current organizational culture will determine the richness and depth of feedback.
Increase adaptability and mastery
Environmental mastery is a commitment that requires teams to commit to lifelong learning to cope with the ever-changing professional environment, such as being willing to try new ways of working through job sharing or project-based flexible working.
A commitment to creating opportunities for continuous development must be part of the organizational culture. Empowerment is key. Team members need to feel that they have the necessary skills and are empowered to act and contribute effectively to the overall performance of their work and to the performance of their colleagues.
Collaboration and cross-functionality
Today, most people work with the same group of people every day and report to the same manager. In fact, according to Dale Carnegie research, as the frequency of interaction between team members decreases, so does team effectiveness.
Leaders need to foster an environment of constructive feedback, mutual recognition, and shared growth, where members can comfortably express concerns about their own and others' workloads.
It is important to reassess team culture and ask ourselves: “Does our team culture enable and enable everyone to reach their full potential, regardless of where they work from or what platform they work from?” If the answer is no, we need to redefine how teams interact to succeed in a hybrid work environment.
Technology is no substitute for culture
Technology is essential to driving productivity at scale, but it is not a substitute for team culture and motivation.
Despite advocating the speed of communication through technology, Dale Carnegie research shows that individual team members are less likely to favor platforms like Slack and Zoom than managers and leaders (and managers are less likely than leaders).
A technology strategy closely aligned with an organization's vision, mission, and core values helps ensure that the organization has tactics and activities designed to enable employees to contribute to and support the organization's overall goals, consistent with the desired culture.
This not only requires detailed training opportunities, continuous assessment of new technology implementation and suitability within each organization, but also includes the opportunity to focus on continuous improvement of the overall organizational culture.
“A culture of growth has the power to make high performance intrinsic to teams,” said Joe Hart, Chairman and CEO, Dale Carnegie. “The current flexible hybrid work environment has created both challenges and opportunities for leaders. Remote work can improve productivity and satisfaction, but it cannot replace the value of social relationships or work-life balance.”
As a result, organizations that prioritize a culture of empathy, accountability, trust, and supporting technology will maintain a competitive advantage, tap into the diverse perspectives needed for innovation, and create highly effective teams.
Hoang Phuong
Source: https://doanhnghiepvn.vn/tin-tuc/giao-duc/xay-dung-doi-nhom-hieu-qua-trong-moi-truong-lam-viec-hien-dai-doanh-nghiep-can-bat-dau-tu-dau/20240930062628153
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