The #1 Reason Why Good Managers Make Bad Team Decisions: Incomplete Information on their teams
Information on employees and teams is GOLD — This is proven by the vast industry of Human Resource Information Systems — there are a plethora of tools in the market to help managers get more information on their employees, from tools that compile a list of personalities within the team, or anonymous surveys which provide a report card on employee engagement.
However, there are no tools in the market that provide any transparency into the relationships and the undercurrents driving the team performance.
Without this information, even the most intelligent and experienced manager of teams is operating with incomplete informationon their team members. Managers try to compensate for this lack of information through experience and honing their instincts and managerial intuition to guide their decisions. However, without full and complete information on their teams, these instincts are subject to information bias and increase the chances of flawed decision making.
Not only does this opacity in information lead managers into wrong decisions, like ineffective reorgs, unsuitable promotions or erroneous hires, but it also increases the disruptiveness of these decisions leading to greater operational risk. In addition, since managers do not have information to effectively anticipate all the ripple effects from their decisions, managers are forced to make iterative changes, leading to further corrective actions with their own disruptions and ripple effects.
Larger the team, larger the information gap — hence, greater the potential for organizational flux, further increasing risk and cost of managerial decisions. Most importantly, this information gap distracts managers and leaders with tactical iterative decisions, instead of allowing leaders the chance to focus on strategic decisions on customers, product innovation, or productivity realization.
SO HOW CAN MANAGERS BRIDGE THIS GAP?
The latest team management research has focused on team chemistry between employees, and spawned new technologies on relationships and team behavior. OrgAnalytix, the pioneer Team Chemistry Analysis company, has developed a new technology solution that provides managers an easy-to-use tool to view and map the actual inner workings of the team. This transparency and insight helps managers make precise decisions on organizational changes with minimal disruption and risk to operations.
OrgAnalytix innovative solution conducts Team Chemistry Analysis on teams larger than 50 employees, by incorporating both Employee information (on skills, experience, and personalities) with data on relationships and interactions that employees have with each other. OrgAnalytix algorithms convert this data into an Org Inner-Workings Map which can then be used in the following 3 ways:
- Conduct risk assessments on teams, impending projects and changes, such as reorgs or M&A integrations, to understand sustainability of the changes as well as potential vulnerabilities and threats to successful implementation.
- Provide actionable roadmaps for key organizational objectives, such as growth planning or re-structuring the management team hierarchies to better utilize employee skills and talent.
- Filter and Interpret results from existing tools, such as engagement surveys or workplace cultural assessments, into specific root cause and actions.
The Team Chemistry analysis also provides potent assessments at an employee level to allow employees to proactively manage their careers through uncovering their hidden informal roles within the team and their level of influence on team members. This transparency can then be harnessed into more targeted training and performance reviews, as well as result in appropriate changes to formal roles and decision rights.
Originally published at https://www.linkedin.com on May 8, 2017.