Access the essential membership for Modern Managers
The desire to form groups is a powerful natural emotion. Be it in our work or social lives, people gather due to shared values or purpose. Any group will have its own individual dynamic, but whether or not we come together to earn, create or play, all groups will share some similar psychology. Here we take a look at the key characteristics of group behavior and the effect they can have in the workplace.
Groups Are Natural
Joining a group can help define our social identity and who we sense ourselves to be. This is important in helping us define our sense of who we are.
In the workplace groups form all the time, even informally. For example, people who lunch at the same time or those who smoke will discuss and form opinions at these times. It is important to recognize these informal groups, as they can influence the work environment. As a manager, it is beneficial to understand the make-up of these groups and what effect they are having on your team or organization.
A manager can increase their ability to communicate with employees by recognizing the importance of both formal and informal channels. Engaging with your team in informal settings, for instance at a team lunch, allows you to see different sides of work colleagues. This can also lead to them opening up to you in ways they may not in a formal environment.
Groups Can Encourage Conformity
When people join a group, they usually try to conform to what they perceive as the rules of behavior in the group, or ‘group norms.’
Although this helps them to fit in to the team, the downside of this is that it can lead to conformity of thinking and to a subsequent reduction in creativity. Accepted ways of working are not challenged, and this can affect the team’s ability to problem-solve and innovate. Group members can also slip into a comfort zone, which reduces productivity levels.
The lesson here is to encourage individuality within group environments. Encourage employees to take time to work on their own for some projects or tasks and bring back their results to the group. It is important to encourage individuals to challenge received wisdom, and for you to be receptive to new ideas. This will help stimulate debate within the group and create the right environment for creative thinking.
Groups Can Improve Performance
Working with others can facilitate individual performance by acting as a focus and a motivator. It also allows people to discuss ideas and work towards a resolution more quickly. Conversely, leaving employees to work on their own for long periods can have a negative effect on their output.
It is important, therefore, to give employees the chance to work with others who may have different skillsets or methods to them. Regularly rotate teams and partnerships to keep them fresh. Although there is the possibility of conflict, encouraging open communication between employees should ensure they are focused on successfully completing any tasks.
Providing new challenges in this way keeps employees stimulated, which encourages higher productivity.
Employees Can Hide in Groups
In large groups with a cumulative goal, it can be difficult to analyze people’s individual contributions. This allows some employees to get by with contributing less than they could. Anonymity within the group is a major cause of what is termed ‘social loafing’ – employees subconsciously feel, because they are not directly responsible for the success of the task or project, that they can relax.
Setting standards for the group before work starts is essential, but it is also beneficial to have individual guides and standards too. This encourages each employee to perform to their full capabilities. To do this, set SMART [1] goals for individual team members. Regularly review them and ensure that they are performing to the levels you require.
If a manager feels an employee is not pulling their weight, the manager can then look at the reasons for this and possible solutions. It is important to remember that there can be many reasons for an employee not delivering the results expected from them - for example, is it a training issue? Does the employee require extra resources to complete a task? It is helpful not to assume that it is simply down to a lack of will on the part of the employee.
Making sure that the whole team is working to their maximum capability is key for successful group working. It prevents resentment and antagonism amongst the group members and creates a better environment for task completion.
Groups Are Competitive
As with issues within an individual group, inter-group rivalry can be very adversarial. People can become suspicious of other groups and adopt an ‘us and them’ mentality. If channeled correctly, however, this rivalry can lead to improved results. By maintaining healthy competition and giving differing teams a common goal, a manager can increase motivation and drive in teams. Incentives and recognition for exceptional performance can foster healthy competition and help to give an organization an edge in its marketplace.
A benefit of this is that employees not only want to win for themselves, but also for their teammates. This fosters a sense of camaraderie. Incentivising teams on a collective competitive basis has long been the practice in many industries, such as recruitment.
Conclusion
Groups form in every organization. Realizing the influence that they have within the work environment allows a manager to channel that influence positively. Recognizing the above characteristics and dealing with them appropriately will ensure that they run as smoothly as possible within your department.
[1] SMART goals – Specific, Measured, Achievable, Realistic, Time-bound.
References[1] SMART goals – Specific, Measured, Achievable, Realistic, Time-bound.
