If you look at just these few listed here, what do they have in common and what makes a great team? All teams are comprised of more than one person, and let’s face it when you get more than one person in the same room, the dynamics change. The individual is no longer dealing with one set of ideas or policies, or need. The dynamics of a group of people brings into play different ideas, comments, thoughts. The issue becomes, how to develop and build a great team.

In looking at teams and what they have in common, it becomes fairly obvious there are three underlying principles in building a team and it is how you ACE it.

ACE stands for:

A – Accountability

C – Commitment

E – Empowerment

Accountability is the first ingredient in team building. When putting a team together, make sure you set goals and establish the purpose for the team. It becomes the “job description” for the team and helps the team members understand their functions within the team. Effective leaders lead their people and inspire them by creating an environment that motivates them to ask, “What else can I do?” over and over until the results are achieved.

The daily activities that comprise people’s jobs must then be consistently in alignment with the targeted results. This can happen only if people understand the results they are supposed to achieve in the job they are to perform. Accountability is assuming responsibility for the actions and results that is the charge of your team.

Commitment, the second ingredient in team building is defined as the bond of an employee to the organization, the strength of which depends on the degree of employee involvement, employee loyalty, and belief in the values of the organization. In other words, the desire to do well, succeed, and make the team (the organization) look good is important to the team members, both individually and as a whole.

Empowerment

By working together for the good of the organization, teams can provide effective and efficient processes. Once the goal or purpose of the team has been reached, the team can be disbanded. The individuals can then be available for other teams to be established as needed. Team building is a fluid operation of the organization and changes with the needs and goals of the organization. In fact, some individuals may be participants in more than one team at a time. It all depends on the ability of the individuals involved and what they are tasked to accomplish.

If they establish their team structure and follow the guidelines, they will in fact, ACE it.

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Turnover is costly:

• At least one and a half times an entry level employee’s salary – much higher for management level staff.
• Affects other employees – someone will have extra work until the new person is hired
• Delays the company in meeting its goals
• Upsetting for the customers – they don’t like to “train” new people

The latest buzz word with regard to employee retention is “engaged”. Will we recruit another body to be “employed”, or do we want someone committed to the organization, “engaged”?

What are the characteristics of an engaged employee?

• They love with they do – job content is the key
• Engaged employees are leaders as well as team players
• They have a positive attitude – enthusiastic for new opportunities
• Engaged employees understand the importance of customer service
• They are committed and will go the extra mile
• Engaged employees are less likely to leave the company

What is the secret to building and maintaining an engaged workforce.

1.) Recruit carefully

• Define the job – know what you’re looking for
• Determine performance criteria
• Don’t hire in haste! Leave the position open until you find the right fit.

2.) Make “Onboarding” meaningful

• Appoint a coach or mentor to ease the new employee’s transition into the workplace
• Communicate what is expected during the introductory (probationary) period and who the employee can go to for assistance
• Little things mean a lot – have all the basics in place like computers, office supplies, business cards, etc.

3.) Provide opportunities

• Employees will leave a job if it doesn’t offer career development and challenges
• If you are a small company and promotions are not readily available, important project work that provides for skill development should be considered to keep employees motivated.
• Offer opportunities for continued professional development, i.e., seminars, membership in professional organizations, etc.
• Where possible, offer flexible work schedules/telecommuting. Today’s diverse workforce faces challenges regarding child care, elder care, etc. A flexible employer is an employer of choice.

4.) Get the Wrong People Off the Bus!

From Good to Great: Why Some Companies make the Leap…and Others Don’t by Jim Collins

advises employers to get the right people in the right seats, and to get the wrong people off the

bus.

People get frustrated with co-workers who do not pull their weight. Companied who tolerate

poor performance will drive off the good employees

5.) Senior Management

• Needs to “walk the talk”. So often it’s do what I say, not what I do.
• Make a decided effort to know the employees on an individual basis.
• Identify and weed out poor supervisors
• Communicate on many levels, not exclusively by e-mail and text messages.

6.) Also Important

• Reward employee contributions – do this in creative ways and do it often!
• Recognize the generational differences and provide opportunities for employees of all age groups to work together.
• Conduct period employee surveys – CAUTION – do not ask for suggestions if you have no intention to do anything with the feedback. This doesn’t mean you must act upon every suggestion, but surveyed employees need to have their input acknowledged.
• Make certain that your salaries and benefits are competitive.

Strive for an Engaged Workforce. Your turnover will be lower, your customers will be more satisfied and your profitability will increase!

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