The success of a modern organisation is rooted in team effectiveness and employee wellbeing. This has become increasingly prevalent following recent shifts from hierarchy-organised models to team-based structures.
As a leader, encouraging effective teamwork is essential for promoting innovation, empowerment and open communication within your business. Optimising group performance within goal management structures, such as OKRs and SMART Goals, is paramount for the precise and efficient accomplishment of performance outcomes.
The development of team effectiveness has been a longstanding field of study. The late J Richard Hackman was a lead thinker of organisational behaviour from the late 1970s onwards. He studied the qualities of an effective team, proposing a comprehensive framework for businesses that maximise group proficiency. By prioritising team effectiveness, you will boost productivity and create a positive workplace culture that supports employee wellbeing and belonging.
What Makes an Effective Team?
A common misconception among unsuccessful businesses is that teams are just an eclectic group of people who work alongside one another in an enclosed space.
On the contrary, CIPD defines real, effective teams as “…a collection of interdependent individuals who share responsibility for outcomes and fit into a larger social system.” Team members collaborate using diverse skill sets to achieve a common goal.
What is Hackman’s Model of Team Effectiveness?
Hackman’s model of team effectiveness was presented in his 2002 book, “Leading Teams: Setting the Stage for Great Performances”. The model outlines the characteristics of an effective team, offering a practical framework for its cultivation within businesses.
Hackman proposes a holistic model for achieving optimal group performance. It is made up of five constituent elements, including:
- A real team.
- A compelling direction.
- An enabling structure.
- A supportive context.
- Expert coaching.
Let’s take a closer look at these principles:
1-A Real Team
The first principle of Hackman’s model asserts that individual staff members should comprise a ‘real team’; a cohesive unit that has a consistent group of personnel. When building your team, consider using online surveys to identify individuals with complementary and diverse skill sets that will contribute to the overall success of your workforce.
Clear boundaries should define members of the team to encourage community and purpose. Organising team building activities is a great way to forge stable connections between employees that inspire the trust, focus and interdependence needed to achieve collective SMART goals. Employee recognition should also be prioritised within the team. Gallup found that positive reinforcement reduced staff turnover by 45% over two years, underscoring its vital role in strengthening group dynamics
2- A Compelling Direction
Hackman states that a team must have an end goal that provides a compelling direction. This uniting task must be clear and challenging to act as a shared source of motivation for the group. SMART goals and development plans are vital tools for creating meaningful objectives that align with the broader vision of the business. OKRs also provide an excellent goal management framework that outlines specific ‘Objectives’ and then tracks the ‘Key Results’, boosting performance and driving goals.
Any ambiguity in goal setting can undermine team effectiveness and hinder overall progress. To maintain clarity, desired performance outcomes should be communicated clearly, with a consequentialist approach. Regular reviews, ongoing feedback, and 1-on-1s are critical to ensure employees stay on track to meet their targets. While teams should have a solid understanding of their goals, they should also be empowered with the autonomy to take innovative, individual actions to achieve them.
3-An Enabling Structure
Internal dynamics and workflow must be considered when constructing a team. Tools like 360° multi-rater reviews, should be utilised to evaluate an individual’s skill set and personality alongside their compatibility with specific peers. As previously mentioned, the group’s structure should be influenced by this information and comprised of team members with complementary and diverse abilities.
The dynamics of a team must encourage open communication and mutual respect so that all members feel heard and a sense of belonging. By cultivating a psychologically safe workplace team members can act confidently without reservation or fear of embarrassment. A McKinsey survey stated that 89% of employee respondents found psychological safety to be essential within the workplace. The collaborative atmosphere created promotes higher levels of employee engagement within their roles and the working environment, boosting overall productivity.
4- A Supportive Context
Understandably, a supportive workplace environment improves the effectiveness and overall wellbeing of teams. Applying the DEIB principles (Diversity, Equity, Inclusion, and Belonging), within the group ensures every member feels valued and supported. As touched on previously, there should be a particular emphasis on the individual’s ‘belonging’ as a respected and essential team member. When employees feel their opinions matter, their general happiness and productivity drastically improve. A successful and collaborative group should subsequently prioritise wellbeing and end goals equally.
Additionally, providing the workforce with internal access to resources and information will empower them to take proactive steps toward progress. Through reporting and analytics, areas for development and upskilling opportunities can be identified, guiding targeted growth initiatives. Implementing coaching programs will further support professional development, helping to build a well-rounded skill set within your company. According to McKinsey, such commitments can reduce employee attrition by 34%, leading to stronger staff retention and greater team stability.
5-Expert Coaching
Effective teams are dependent on strong leadership and expert management. A Gallup survey discovered that in the science of teams, “the manager accounts for 70% of the variance in team engagement.”
The commitment and effectiveness of a team are directly tied to the quality of leadership it receives. Team leaders should provide expert guidance that encourages growth and strengthens the team’s skills. Their insights and expertise should spark meaningful discussions that propel the team’s overall improvement.
Positive and negative feedback should be communicated with clarity and emotional intelligence during reviews so that employees can improve their performance levels accordingly. A healthy, transparent working environment is also created by encouraging upward feedback. This allows management to continuously improve their understanding of the business, bridging any gaps their perception may have.
emPerform provides timely and frequent feedback that keeps the broader vision of your organisation in mind. Our tag easy performance journaling, ongoing feedback and regular check-ins are tailored to your business requirements, improving the overall coaching that you can provide to your workforce.
Team effectiveness is crucial for improving performance outcomes in today’s business landscape. The five principles of the Hackman model outline the key traits and processes of a high-performing team, offering guidance on how to support your employees in reaching their full potential. By combining Hackman’s principles with emPerform’s bespoke performance management software, you’ll set your business on the path to success.
Ready to boost the effectiveness of your teams and smash performance outcomes? Explore how adding emPerform to your HR Toolkit can help integrate ongoing feedback and performance management to ensure every employee feels valued and reaches their potential in the team.
Book a FREE demo with emPerform today or contact us for any advice on performance management.
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