Team production rates, causes of decline and methods of treatment

It is natural for the beginning of every work to be healthy and have high enthusiasm and motivation. One can get their team to do meal delivery service together such as SunBasket. The desire to accomplish what is required of them from work and more, this period - the first stage - must be handled with great caution and used to the optimal use, but production rates. The team soon falls or declines after a while.

This phenomenon is the decline in production rates, which experts and specialists call "the midlife crisis" or decreased performance in the second year. And is a phenomenon of freedom of study and consideration; As they continue to get worse, the team's production rates will still be faltering, so the organization will not advance one step further.

What are the reasons for dropping team production rates and toppling them to the ground? This is the question that we will strive to answer. Among these reasons are the following:

1. Team support system

The company may strive to establish and build teamwork and select the team members with great precision, but it will forget to launch a system to support this team. Push it forward, and ensure that its hopes and aspirations are met; Without this system, the employees' enthusiasm and passion for work will not last.

2. Team progression

It may be essential or even necessary to draw team members' attention to the progress they have been able to make and the success achieved through them; This success and that achievement will spark their enthusiasm and motivate them to do more.

3. New goals

Suppose team members continue to perform routine and familiar tasks. In that case, they will become apathetic and lazy, and then the best way to get rid of this dilemma is to continuously set new goals for the team, even if they are simple; achieving these goals will encourage and motivate the team.

4. The tasks of the team members

The team leader should distribute tasks among his team members and subordinates to ensure a new activity each team performs daily.

5. Overtime and compensation

If you ask any of your team members to perform any additional activity, or if you ask any of them to perform work beyond his usual and customary job duties, then you must provide compensation to them for that. If you don't, expect them to reject or be lukewarm.

Those in charge teams need to realize that it is natural for the group's production rates they are working on to deteriorate and to deal with some logically and naturally, and not to escape from them, but rather to deal with them systematically and in a sound manner. Until this problem is cured, get out safely.

Effective teamwork, three basic principles that lead you to success

Many books deal with how to succeed in work teams and explain how to build an effective work team, which indicates that most of the workgroups formed in this or that company are useless. Perhaps At least it doesn't fulfill the purposes for which it was created.

Hence, there is a task entrusted to the various companies and institutions requiring that they discover the foundations and components that can create effective work teams.

An effective work team has become an absolute necessity, especially in light of the current shift to collective/participatory/collective action. It is not enough to work in teams, but these teams must be practical and influential and get all they found for Goals and ambitions. In the following, we will try to indicate some basic principles that are indispensable in creating effective and innovative work teams.

Common dedication

It is not logical for a team to be established without a goal, meaning that the plan's existence precedes the establishment and establishment of the team itself and the stage of finding the purpose and mobilizing the "potential" team members during this period. To endorse and support this goal is a foundational and inevitable step; without it, this team will not help.

Is it logical for an employee to participate in a work team without being convinced and ready to make every effort to achieve the goal for which the team was created?! So, we - as managers, responsible for completing work teams. Must ensure that all team members are convinced of this team's primary goals to provide, in a later stage, that they do their best to make these goals successfully and their shared dedication to achieving the results we want from founding the team.

Collective competence

The task absents from most of those responsible for creating teams seek technical and real competence in the people they intend to include in this nascent team; Nicknames are often relied upon without looking deeply into what they are and what each person can do.

Hence, the necessity of working to search for the technical addition that each individual can add to a team; Ultimately, we will achieve the kind of collective competence with which it is possible to advance the group and its goals.

Common goal

All the team members can answer the following question: What is the purpose of your presence? And if their answers are the same and identical, this means that this team will most likely reach what they aspire to.

The usefulness of the team or the purpose of its existence is of the utmost importance; It is the objective and rationale for which the group was found, and if this goal is not known but is kept by heart, we will not reach anything, and all efforts will be in vain.