building great teams

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Dealing with an under-engaged employee? Pick up a few methods to re-engage your team and work more effectively and efficiently.



    The 2nd in a 3 part series discussing organizational FIT


    Hello, and welcome to RoundPeggs second webinar in our series on organizational fit.

    My name is Natalie Baumgartner and Im the Chief Psychologist at RoundPegg.

    In a nutshell, RoundPegg is eHarmony for your employment process; we help you look beyond the skills an employee contributes to evaluate how theyre wired - in order to better align them to teams on which theyll thrive from a soft skills perspective.


  • Making Great Teams

    Photo by: orphanjones


    Problem: Disengagement Causes of Disengagement Reengaging Your Team RoundPegg Solution

    The first webinar in our three part series reviewed RoundPeggs solution for making great hires.

    Today our goal is to better equip you to handle the team member who isnt performing well, or perhaps worse, is causing chaos and distraction within your team.

    Over the next 15-20 minutes Ill cover some challenges we typically deal with when managing teams, the pitfalls many fall into, how to better avoid those traps, and finally - how RoundPegg can improve your teams dynamics.


  • Your Job
    Getting the Most From Your Team

    Photo by: Made by Moxie

    Your job as a team leader, in simplest terms, is to turn your employees brain waves into cash.

    To do that you rely on all sorts of management tips and tricks.

    But sometimes, you get stuck.


  • Unengaged Employees Burn Dimly
    50% Less Productive

    Photo by: OTH313

    Weve all had people on our team who dont burn quite as brightly as the others, people who just arent engaged in their roles.

    Or worse, theyre actively disengaged and are working counter to your goals and the teams mission.


  • Engagement = Focus
    Focusing Your Teams Energy

    Photo by: spacepleb

    So, why is engagement so critical to business success?

    In brief, engagement is the amplification of those brain waves youre trying to morph into cash.

    When your team is engaged it means theyre not only doing whats expected of them - but they are also actively focused on solving the problems your business faceseven when theyre not on the clock.

    Engaged employees make you more money. In fact, according to Gallup, engaged employees are 50% more productive than disengaged employees.


  • Engagement = Productivity
    Worth 1.5 Employees


    More Productive

    Thats right, 50%.

    Just imagine what you could get done.


  • The Ideal Team
    Active, Engaged, BrilliantJedi-like

    Photo by: Kennymatic

    So it seems pretty obvious that wed like to have a team made up of engaged Jedi's.

    But, the question is, how do we get there?

    Before we answer that question, lets take a quick poll.

    Thinking of the people on your team, what percent of them did you bring aboard?

    Less than 25 percent



    Or more than 76%

    Ill give you a few seconds to enter your answers.

    [If majority

  • Not Really Your Team
    Rarely Have Opportunity to Design Team in Your Image

    Photo by: 416style

    Well, the most efficient way to ensure your team is engaged is to hire for fit (a topic that was covered in RoundPeggs first webinar)

    but we dont always have the opportunity to make our own hiring decisions.

    In fact, its pretty rare that you have the chance to build a team from scratch.

    Typically, you inherit an existing team or someone else makes decisions that impact the makeup of your group.


  • Theres Always One
    Rarely Have Opportunity to Design Team in Your Image

    Photo by: Kennymatic

    And though you often wind up with a good commonly has a challenging player in its midst.

    A team member that is disengaged - or underengaged.

    You cant afford either mentally or financially - to carry people who sit around watching the clock, waiting to make their break.

    The costs are too high


  • Hiring: Failure Costs - Focus and Morale
    Solving Politics, Not Business Problems

    First, not only is it likely that your teams productivity is affected by a challenging team member but now you have to dedicate more of your time to figuring out how to handle this employee.

    Rather than solving business issues youre busy scrambling to redo their shoddy work or soothe over the complaints from the rest of the team.

    Any way you slice it, its not a good use of your time.

    And theres the financial damage


    Chart1Productive WorkConsoling Good EmployeesVenting to PeersRe-explaining Work RequirementsRedoing The "Problem" WorkEnergy ExpendedYour Time: Dealing with Poor Performers5010201010Sheet1Energy ExpendedProductive Work50Consoling Good Employees10Venting to Peers20Re-explaining Work Requirements10Redoing The "Problem" Work10To resize chart data range, drag lower right corner of range.
  • The Cost of Disengagement
    More Than Wasted Space

    Source: Gallup Management Journal. March 19, 2001. Actively Disengaged Workers Cost U.S. Hundreds of Billions Each Year.

    Highly Engaged Workforces


    EPS Growth

    Low Engagement Workforces




    Your challenged team member is costing you and your division a lot of money.

    In fact, Gallup tells us that unengaged workforces cost American businesses over $300 BILLION dollars a year.

    And given that your challenged employee is likely holding back the performance of your team, your ability to create value for your organization, and thus demonstrate your impact, is compromised as well.


  • Fixing Unengaged Employees
    Only So Much Room in the Supply Closet

    Image by: fluzo

    Clearly, addressing disengaged employees is a critical imperative for managers.

    But often were so stymied that the best we can come up with is to either put our challenged team member in in a corner to keep them from causing chaos - or invest a lot of time and money into fixing them both typically fruitless approaches.

    You need to ensure your challenged team member contributes, you need to engage your under-engaged asset.



    And thats why youre hereto find ways to manage your human capital challenges and re-engage them so that you and your team can focus on solving your business problems.

    So, how do we apply an organizational fit approach to addressing disengagement?


  • Engagement
    More Than Turing the Right Dials

    Image by: coreforce

    Well, unfortunately, engaging your employees is easier said than done.

    Its not as easy as simple as pushing a few buttons or twisting a couple of dials.

    In fact, once someone has disengaged, its an tricky process to get them back in sync especially if youre winging it.

    (pause) But the rewards are plentiful so wed like to offer your some tricks to add to your tool belt.

    Before we dive in though, lets take another quick poll.

    Thinking back to a job you held where you weren't engaged. What was the chief reason?

    You werent given good direction or mentorship on how to add value

    You knew what you were doing didnt really matter
    Your contribution wasn't recognize
    You didnt have the skills, or werent given the training, required to be effective

    You didnt mesh with the culture, team, or manager
    None of the Above - I always feel enthused and willing to go the extra mile

    Ill give you a few seconds again to enter your answer.

    [If E (meshing with the culture, team, or manager) is top: Wow. While all of these are valid and common reasons for becoming disengaged, you have identified the most common reason for a lack of employee engagement lack of fit with the culture, team or manager. Lets explore this engagement in more detail now.]

    [If any other answer is top: So you see from these responses that there are so many different reasons for disengagement. Lets take a closer look at engagement now.]


  • Reengaging Your Team
    Focus on the Big Three

    To start the process of re-engaging we first have to understand the three main drivers of engagement: Goals, Skills and Fit.

    While a lack of fit is the leading cause of disengagement, both goals and skills are also important drivers that merit our attention.

    Specifically, employees are most engaged when: their goals are clear, when they possess the skills necessary to achieve their goals, and when they have a good fit with their organization, team and manager.

    If you review and address the gaps in all three of these drivers, youll be on the right track to enhancing engagement.


  • Goal Clarity
    Employees Cant See Their Contribution

    Image by: budgreen

    We start with the identification of Goals.

    Goal clarity means a couple of things.

    First, and most importantly, people need to understand what success looks like for them in specific, measurable ways.

    We often unintentionally set up our employees for failure because we dont identify measurable goals for them.

    And to be engaged, employees need to know what they have to deliver in order to hit a home run.

    In addition, team members are more engaged when they know how their job contributes to the larger goal.

    They perform better when they know that what theyre doing is important to the health and well-being of the organization.


  • Goals Alignment
    Everyone Pulling in the Same Direction

    Image by: