Introduction
The effectiveness of a team is often determined by the composition of its members, who have specific skills that help them achieve not only individual but also mainly group goals. Professionals should be able to perform their work efficiently and transfer their knowledge and experience to the group members.
The Importance of Communication for High Team Performance
In a successful and effective team, there is a concept of communicating correctly and competently, recognizing the necessary information, giving feedback, and critically evaluating any situation (Sabuhari et al., 2020). To call the team effective, it is required to train employees to work harmoniously and minimize conflicts in the workplace, actively participate in group activities, communicate with each other, and be focused on achieving overall high results.
Communication skills can be developed by involving their employees in joint extracurricular activities. The team can spend weekends together, attend intellectual games, and hold corporate holidays. Suppose employees periodically stay in a calm environment outside of work. In that case, they will be able to get closer and increase their efficiency in accomplishing work objectives and avoid conflicts (Meng & Berger, 2019).
The Role of Rewards in Promotion of High Team Performance
It is necessary to assign employees a reward for successful teamwork, which will motivate them and set them up positively. Paying attention to the fact that the team should be well-coordinated and strive to achieve overall high results is imperative.
Conclusion
The manager plays an essential role in managing the team and developing a culture that contributes to its high productivity (Swanson et al., 2020). As this manager, I need to create a positive working environment, find the right approach to each team member, and solve the problems that arise from co-workers guided by the grounds of justice. It is imperative that each employee feels like a necessary part of the team, and then the success of the team and favorable relationships will be guaranteed.
References
Meng, J., & Berger, B. K. (2019). The impact of organizational culture and leadership performance on PR professionals’ job satisfaction: Testing the joint mediating effects of engagement and trust. Public Relations Review, 45(1), 64-75. Web.
Sabuhari, R., Sudiro, A., Irawanto, D., & Rahayu, M. (2020). The effects of human resource flexibility, employee competency, organizational culture adaptation and job satisfaction on employee performance. Management Science Letters, 10(8), 1775-1786. Web.
Swanson, E., Kim, S., Lee, S. M., Yang, J. J., & Lee, Y. K. (2020). The effect of leader competencies on knowledge sharing and job performance: Social capital theory. Journal of Hospitality and Tourism Management, 42(1), 88-96. Web.