Team performance involves numerous initiatives to ensure there are effective service delivery and motivation. Without having a reward for teamwork, it can be hard to achieve any meaningful achievements as a team. Therefore, conditions that need to be in place for a team to excel include effective communication, reliability, respect, and being supportive, and finally, commitment. Creating effective communication helps team members bring out new ideas or solve problems in real-time (Fapohunda, 2013).
Promoting reliability in a team helps push trust, which is crucial in establishing a common working experience. Members should also be taught how to respect and support each other. The main aim of a team is to work and support each other, and this should be put in place. Finally, members should be taught how to commit themselves to achieve the set team goals (Fapohunda, 2013). Utilizing all these conditions puts a team in a better position to excel in its activities.
The first way to design teamwork so that threats to performance is minimized is by having a common vision. The team needs to understand what goals they should achieve and what role each one of them should play (Fapohunda, 2013). A shared vision is what brings a team together. Making each team member understand his/her role is another way to prevent conflict. Doing so ensures that each member understands what to do, and hence the threat to performance is eliminated. The last design should be giving team members room to make crucial decisions. Doing so makes them feel part of the team hence enhancing their performance. Any teamwork design should ensure that contribution to the team members is recognized and that conflicts are handled in real-time (Fapohunda, 2013).
Rewarding the act and the outcome within the team is the first way. Doing so ensures that all member contribution is appreciated. It also ensures that the team is focused on achieving future tasks. Providing permission to speak freely is also another way of rewarding teamwork (Merriman, 2009). Every member of the team should feel free to express ideas and differences with ease. Showing trust in the team also makes them feel appreciated. It also makes them feel that their work is appreciated. The other way to reward teamwork is to ensure that members are provided with opportunities to learn. When this is done, team members feel that the organization also provides them with room to realize their own goals (Merriman, 2009).
- Fapohunda, T. M. (2013). Towards effective team building in the workplace. International Journal of Education and Research, 1(4), 1-12.
- Merriman, K. K. (2009). On the folly of rewarding team performance, while hoping for teamwork. Compensation & Benefits Review, 41(1), 61-66.