Trust – The Most Important Aspect For Building A Strong Team

There is no denying the fact that the success of modern business organizations is based on the kind of workforce they have.  Depending on the size and type of organization, the workforce might comprise of a single team of 10-12 (or even lesser) employees, or multiple teams managed by individual managers and team leaders. However, irrespective of the size of the teams, the one thing that plays the most critical role in making it truly strong and highly productive is the mutual trust between its members.

Most professional executive search firms make it a point to constantly remind that client organizations about the significance of creating a work environment, which promotes the sense of trust between employees to get the following benefits.

Greater Trust Ensures Better Co-ordination

When the people working within a team enjoy a high level of trust amongst each other, they are able to work towards the achievement of organizational goals in a more coordinated manner. This directly impacts the productivity of the not only the group but also the business organizations, which tends to progress at a far greater pace than expected. The organization tends to gain a strong position in the market and also attain better financial results.

Minimizes Discord Between Employees

With the employees sharing a relationship of trust, the chances of conflict and discord between them are minimized. This helps the managers along with the team to focus on more important tasks and processes necessary for organizational growth. It also helps, save the time and money of the management that might otherwise be spent in settling the disputes between employees or worse replacing them with new ones.

Creates An Effective Communication Channel

 The leading companies, offering executive search India service, stress on the importance of candidates having efficient communication skills. However, it is important to understand that these skills work fine only when the candidates are able to win the trust of their co-workers. In an environment, where people don’t trust one-another, it becomes nearly impossible for individuals with even the best skills to establish an open and frank channel of communication. However, if the team members have faith in each, other open communication becomes a norm and does not need to be established.

Develops A Sense Of Collective Responsibility

It has been observed that teams where the members believe in each other tend to be more responsible and less prone to failure. This is because the members have complete faith in the skills and abilities of other members and hence if something does not go right they are willing to take a collective responsibility for the same. This is the most essential aspect towards building a strong and united team that works as single entity.

Reduces The Risk Of Failure

One of the most important benefits of developing a sense of trust between team members is that it reduces the risk of failure by a significant margin. This is because each member puts in his or her best effort to ensure the success of the team, even at the cost of putting their own growth and success in the sideline at least until the time the team objective is achieved.

Most Desired Qualities In Leaders Responsible For Handling Remote Workers

One of the several changes that work environments in business organizations have witnessed over the past several decades is the growing number of remote workers. Such workers might not necessarily comprise only of employees working in branch or regional offices, but also of people who choose to work from home due to various reasons. Contrary to the popular belief, handling such remote workers in an efficient manner requires candidates to possess special skills and qualities, which are often quite different from the skills of onsite managers. That is why business organizations often seek the services of professional executive search consultants for finding the right candidates having the following qualities.

Ability To Use Technology In An Effective Manner

One of the major reasons that have ensured the success of the concept of remote working is the development in technology. Technology is extensively used for not only monitoring the tasks allotted to remote workers but also integrating them with the main business processes in a hassle free manner. As such it is extremely important for the candidates chosen for handling remote teams to possess the ability to use different technologies in an effective manner. From using data encryption to uploading files and data transactions, they should be able to handle all this and much more.

Excessively Good Written Communication Skills

While good communication skill is a prerequisite for any candidate seeking a leadership role, it gains much greater significance in case of handling remote workers. In fact, it is extremely important for the candidates seeking such positions to have a good command over written communication. This is because written communications is used extensively in such a scenario to share data, information and other details about the assigned tasks and projects. The inability of the leaders to convey the correct message to the remote workers in writing can lead to complications and hamper the smooth working of the organization.

Ability To Create A Sense Of Connectivity

One of the biggest complaints that remote employees have is that of feeling disconnected from the main organization. That is why executive coaching consultants stress on hiring candidates, who possesses the ability to bridge the gap between the remote workers and the management of the business organization. They need to be able to not only address the problems of the remote workers in a satisfactory manner but also communicate their grievances and expectations to the management efficiently.  In addition they also need to update the management about the performances of the employees and their achievements and contribution towards overall business growth.

Establish An Open Culture

The candidates seeking leadership roles for handling remote employees possess the skills to set up an open work culture based on mutual trust and understanding. They should be able to convince the remote employees about their significant role within the organization and should be able to eliminate their felling of being just another entity. They should understand the significance of open discussions as well as the need to promote innovative thinking amongst the team members they are responsible for. At the same time they should have affair understanding of the personal growth expectation of each team member as well as their abilities.

Getting Value For Talent In The Millennial Era

Work performance is what firms are interested in, and a fair amount of research has been done to answer the question, “How to get the best out of people?” Other issues that firms grapple with are,” How do investments in people affect work performance?” “Who are our star performers?” “How to get people to give their best shot to work?”

Human Capital-Centric firms always keep people interests as their priority. Managing Human Capital is an elective course at the Harvard Business School and stresses on optimising the Human Capital lever to achieve high performance. In the words of Peter Drucker, “Every existing society, even the most individualistic one, takes two things for granted, if only subconsciously: that organisations outlive workers, and that most people stay put. But today the opposite is true. Knowledge workers outlive organisations, and they are mobile. The need to manage oneself is, therefore, creating a revolution in human affairs.“

Managing human resources in the 21st century with the millennial workforce is a far cry from days of transaction based Human Resources. Employees actively manage their careers and are far more aware due to the impact of digitisation and information availability. There is a global increase in the mobility of talent and job searches are not made while in between jobs rather while still holding a job; this is where Executive Search firms play an increasingly active role.

How should firms manage Human Capital in this Changing arena? Top firms are already using sophisticated ways to analyse employee data to bolster their competitive advantage. Organisations like Starbucks are using metrics (analytics) over gut instincts to understand shifts in employee engagement. Google & AT&T  use quantitative analysis to establish that a demonstrated ability to take initiative is a better predictor of on the job performance. A common occurrence of employee attrition can be seen approaching through data analysis again.  An employee whose compensation plan does not reflect long-term or deferred gains may not be in for a long tenure.

Analytical HR comes here to help firms. Human Capital facts, Workforce Forecasts, Talent Supply Chain and Human Capital Investment Analysis help answer the toughest questions about handing people that matter.  Significant issues like leading indicators of organisational health, attention requiring departments and positions and staffing could be addressed by taking care through HR analytics.

Building Talent analytics requires data, enterprise orientation, support from leadership and of course analysts. HR systems can provide reliable data for analysis. An initiative like analytics approach requires organisational, and leadership support to culminate into productive action. Firms like Intel and Royal Bank of Scotland have HR analyst groups to facilitate talent analytics. As organisational performance is linked to its people’s  abilities and motivation, talent analytics would be of great service.