Every progress, every successful transformation and every good result in business life is the achievement of a team. The team must be in the spotlight, especially in times of digital transformation. But agile teams also get shuffled around all the time. But agility is needed today more than ever to achieve better results more cheaply and quickly with a more flexible framework.
This means a greater demand on people to constantly join forces with others in their work. This cooperation in teams can be actively accompanied and supported. In the end, the method helps to understand each other faster as a team and thus to get faster into an effective context of achieving results for transformations.
In many companies, there is still a sole focus on the individual appraisal interview. Additionally, teams, departments, or larger organizations are largely measured against Key Performance Indicators (KPIs). These are mostly of business origin. Even if certain revenue and profit KPI’s are met, profitability is there, it may be that much more is achievable when true collaboration and teamwork come to the fore. Most of the time, this fails because teams of managers are wrongly composed, power games are played against each other or individual performance takes precedence over team performance.
Classic methods such as 360-degree feedback, annual employee reviews or annual employee satisfaction analysis do not reflect the reality of what is actually happening in the organization. They are slow due to the long pauses between periods and often time-consuming to evaluate. They hardly provide a real basis for decision-making in times of constant change.
In addition to agile feedback methods, data gathered in rapidly recurring pulse surveys helps. This requires not only the right questions, but also a digital system for how to immediately provide and evaluate this data in a dashboard. Data form the basis of decisions when they represent the current reality. They provide transparency. The manager and each individual in the team can build timely optimizations on this. Strengths can be strengthened and problems can be eliminated more quickly.
Transformation is always multidimensional and affects everyone: collectively, personally, in all directions simultaneously and continuously. Work structures are a key driver of success.
The focus must therefore be increasingly on the Key Emotional Indicators (KEIs). These provide a better understanding of interactions within organizations and teams. This creates a basis for action that can be used to set targeted interventions at all levels, from the individual to the team to the management level.
