Managing teams is different from managing individual contributors. Although there is clearly overlap in the "happiness factors," there is also clearly a different perspective. Here's what BLR's unique resource for smaller HR operations, HR Department of One, sees as key "happiness" (read retention and productivity) factors for teams:
Shared Concept / Vision. Team members know where they want to go. They look to the future rather than dwelling on the past or focusing only on immediate demands.
Agreement About their Overall Purpose. Team members who agree about their purpose set priorities and assign tasks that are meaningful. And that makes them feel that they're making a specific contribution toward a valued result.
Team Thinking. People enjoy the feeling of belonging to a group. Knowing that others depend on their work is a good motivator.
Sense of responsibility to the group. Once they have committed to goals—especially those they helped establish themselves—team members feel a strong obligation to support the team, and not let the team down.
Sensitivity to Changes In Individual Roles. As roles develop and change, opportunities for learning expand. Members of a team get the benefit of learning from one another.
Free Discussion. Team members are free to present and argue their points of view safely. They feel that others really listen and respect their points of view.
Team-Set Goals. Because the team sets goals, priorities, and tasks, there is a way of evaluating and recognizing achievement. This makes work more satisfying.
Help with Challenges Beyond Teambuilding
Teambuilding is just one challenge out of—what—100 challenges HR managers face? HR is not an easy job, and it's especially difficult in a small department, where one or two people have to do it all, from succession planning to recruiting to training to recordkeeping to benefits. How can anyone possibly handle it all?
