The key to high-performing teams

Is good work rewarded with more work in your organization?

Looks like I am talking about your organization. It is the default for every organization. One primary reason good work leads to more work is the simple principle of trust and reliability.

When an individual consistently delivers high-quality results, they build a reputation for competence. Managers naturally gravitate towards these reliable employees when assigning important tasks or projects. This isn't necessarily a punishment for diligence; rather, it's a strategic decision based on demonstrated ability. It ensures that critical work is handled by those most likely to succeed, maximizing efficiency and minimizing organizational risk.

This increased responsibility can be seen as a form of recognition, although one that manifests as an added workload. ?

However, the "more work" principle can have negative consequences if not managed effectively.

If good work is consistently met with an overwhelming increase in workload without adequate support, recognition, or compensation, it can lead to burnout, resentment, and decreased morale. Employees may feel exploited, perceiving their hard work as a burden rather than a valued contribution.

What could be the immediate actions to improve the situation?

Firstly, it's essential to recognize and appreciate the efforts of high performers through verbal praise, promotions, bonuses, or other forms of tangible reward. This demonstrates that their hard work is valued and prevents feelings of exploitation.

Secondly, managers should ensure that the increased workload is manageable and aligned with the employee's skills and career goals. Many managers do not talk about the career development plan with their subordinates. Providing adequate resources, training, and support is essential to enable individuals to succeed in their expanded roles.

Lastly, open communication is crucial. Managers should regularly discuss workload expectations with their team members, solicit feedback, and address any concerns promptly.

What could be the long-term actions to improve the culture?

Here is an example of how team resource management decides overall efficiency.

This task involves 4 persons trying to cross a river, and the target is to do it in the minimum possible time.

A can cross the river in 1 min

B can cross the river in 2 min

C can cross the river in 5 min

D can cross the river in 10 min

The rules of the task are:

1. Maximum two persons can travel together in the boat at a time
2. The time taken to cross the river is that of the slower person. For example, if A and C travel together, crossing the river will take 5 minutes, as C is slower.
3. When two people cross the river, one person must bring the boat back to the initial side to carry the other people, as only one boat is available for this exercise.

Before finding the answer, think about how you handle this scenario. How will you ensure that all cross the river in the minimum possible time? Once you have tried solving this puzzle, then only scroll down.

A general solution of keeping the fastest person engaged for more time (meaning the high performer is given more work to do in the organization)

A and B cross the river; B reaches side Y; A comes back; time taken = 2+1= 3 min

A and C cross the river; C reaches side Y; A comes back; time taken = 5+1= 6 min

A and D cross the river; All reached side Y; time taken = 10 min

Total time taken = 3+6+10=19 min

A better solution is not overloading the most efficient person but dividing the total work.

A and B cross the river; B reaches side Y; A comes back; time taken = 2+1= 3 min

C and D cross the river; They both reach side Y; B comes back; time taken = 10+2= 12 min

A and B cross the river; All reached side Y; time taken = 2 min

Total time taken = 3+12+2=17 min

Most managers tend to assign more work to high performers. However, the team's efficiency lies in its synergy. It not only improves efficiency but also prevents burnout of the high performers. This is the only solution for the long term.

Teamwork: The Unsung Hero of Success

Talent wins games, but teamwork and intelligence win championships. - Michael Jordan

A significant obstacle to fostering a strong team environment is the prevalent focus on individual accolades. An important factor in sustaining teamwork for organizations is giving Team awards and recognition.

Majorly, managers promote and recognize those who become the face of the good work, neglecting the team members' hard work. To cultivate a culture of teamwork, Top Management and Talent Management leaders must prioritize team-based awards and recognition programs. These initiatives should acknowledge and celebrate the collective achievements of teams, emphasizing the interconnectedness of individual contributions and the power of synergy.

Let me know how the work allocation/management happens in your organizations, what's wrong, and how it can be improved? Different perspectives help us all learn better.

#TeamWork #Leadership #Management #BurnOut #Synergy #Recognition #HumanResources