Teams Are the Way Work Gets Done, But They’re Still Being Managed as Individuals – New Research from HR.com

July 26, 2018 No comments | Back To Home

Most of today’s organizations rely on teams to get work done, and most employees work in teams, according to a new report released by HR.com. However, relatively few organizations appraise performance at the team level.

The newly released research report, The State of Employee Teams in 2018, is based on an industry survey by HR.com, in partnership with TTI Success Insights, a leading source of assessment and coaching tools that enable organizations to effectively meet their talent management needs. The survey gathered responses from 562 HR professionals.

“There’s still a major disconnect in today’s workplace,” said to Debbie McGrath, Chief Instigator and CEO of HR.com. “Companies rely on teams. Teams have become the bedrock of organizational life. But most employers still think and manage in terms of individual employees. Managers need to shift their mental models to accommodate these new realities.”

Three-quarters of survey respondents said their organizations rely on teams to get work done to a high or very high degree. Moreover, well over half (59%) said that over three-fifths of their employees work in teams, with the most common team size being four to six members.

Yet, only a third reported that their organizations appraise performance at the team level. Organizations that are better at managing teams, however, are more likely to do so, often basing appraisals on the quality of the product produced, the ability of team members to work together, and whether or not teams meet their goals.

“These findings are consistent with the team challenges we see in the workplace,” said Rick Bowers, President of TTI Success Insights. “In order to create team success in the future, individuals need to become more aware of themselves, others, and the organizations of which they are a part. The responsibility falls to those talent professionals who craft effective team environments and team training.”

The study also found that most employers fail to train employers in the skills required to address barriers to team success. Those barriers include a lack of accountability, difficulty in making decisions, and lack of participation.

In short, organizations are still struggling to manage and train teams well despite the fact they are the foundation of the modern workplace.

DOWNLOAD REPORT: The State of Employee Teams in 2018

About TTI Success Insights
TTI Success Insights reveals human potential by helping individuals to become more aware of themselves, the people around them, and the organization of which they are a part. TTI Success Insights offers assessments that measure aspects of a person through the use of multiple sciences including: behaviors, motivators, emotional intelligence, stress, competencies, and acumen. With nearly 30 million assessments delivered around the globe, TTI Success Insights provides the best assessments and reports to businesses managing their most important asset: their people. www.ttisuccessinsights.com

About HR.com
HR.com strives to help create inspired workforces by making HR professionals smarter. Over 1,100,000 HR professionals turn to HR.com as the trusted resource for education, career development, and compliance: thousands of lessons and tips in the HR Genius on-demand training library, 400+ webcasts yearly, the largest HR certification exam preparation practice supporting SHRM and HRCI certification, a legal compliance guidance program, 12 monthly themed interactive HR epublications, and 45+ primary research reports. HR.com offers the best training and networking for HR professionals globally 24/7/365. www.HR.com

For more information, contact:
Debbie McGrath
Chief Instigator and CEO, HR.com
dmcgrath@hr.com
877-472-6648
www.HR.com

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This entry was posted on Thursday, July 26th, 2018 at 3:00 am and is filed under Compliance, General HR, HR Consulting, Recruitment / Staffing, Talent Mgmt/Employee Relations, Training and Development. You can follow any responses to this entry through the RSS 2.0 feed. You can leave a response, or trackback from your own site.

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