What we've arrived at "five elements to make a highly efficient team"

What are important things for many people to work with "Team" to advance work, five important points that have been looked at researching Google's internal team are summarized.

Re: Work - Guide: Understand team effectiveness
https://rework.withgoogle.com/guides/understanding-team-effectiveness/steps/introduction/

◆ What defines a "team"


What is important when asking "What is a team that creates a highly efficient team?" Is to recognize "what is a team?" By clarifying about being members, relationships, and individual responsibilities, we say that team efficiency will be greatly improved.

It is said that recognizing the difference between "work group" and "team" should be conscious among them. These two have the following meaning difference.

· Workgroup:The work group has less mutual relations between each other. The working group is formed by an organizational and hierarchical hierarchy (hierarchy). In the work group, we gather regularly and exchange information.

·team:On the other hand, the teams have strong mutual relations, planning the whole plan, solving problems, making decisions and checking the progress of ongoing projects. The team needs the presence of other members to accomplish the task.

Just by looking at the "organization" as a structure, it is almost impossible for the team to see important things. Therefore, the research team of Google selected a team with strong interaction among members and conducted a survey. The team chosen is a team of 3 to 50 people, with an average of 9 members.

◆ What is "efficiency"


Next, the research team will examine how to quantify team ability to evaluate efficiency. In general, when evaluating the efficiency of a team, items such as the number of lines of the program created, the number of bugs, customer satisfaction level and the like are often discussed, but the research team of Google We decided to evaluate by using a combination of "qualitative assessment" and "quantitative evaluation" without using the item of.

When conducting "qualitative assessment", we gathered information from three groups, "executive class", "team leader" and "team member" of the company. The team was graded along the same evaluation axis for the three groups, but from the results it is clear that each group highlighted the team with different gaze points.


The executive group put the most emphasis on "results", but the group of team members said that the most important thing in evaluating team efficiency is "team culture". And, as a matter of course, a group of leaders belonging to the middle said they answered equivalent to the middle of the two.

From here, the research team decided to evaluate the efficiency of the team from the following four viewpoints.

1. Team evaluation by executive class
2. Team evaluation by team leader class
3. Team evaluation by team member class
Four. Revenue results for quarterly quota

From the "qualitative assessment", we can get rid of the results and the nuances on the team culture, but we can not escape from being "subjective" as its characteristics. On the other hand, "Quantitative Evaluation" can clearly show the results of the team in a clear form, but it can not take the difference in the evaluation that varies depending on the position. However, by combining both methods, the research team aimed to evaluate the team more accurately.

◆ Data collection and efficiency evaluation


Based on information obtained from people in the administrator class, the research team selected 180 teams, including high and low performance teams, from within the Google company around the world and started the investigation. The research team is eligibleTeam composition("Individuality of individuals" "Sales ability" "Show attributes of membersDemographic")WhenDynamism of the team("Ease of work between members") on the efficiency of the team.

Here, for the leaderDouble blind test(Double blind method) method to investigate what is important to enhance the efficiency of the team. We compare the results with the survey on the work we conduct for our employees, and find out what actually affects efficiency. The contents of the question used at this time are as follows and it was made to answer whether we can agree on the given item or can oppose it.

· About the dynamics of the group: "I can express opposition to the team"
· About skill set: "I am good at avoiding obstacles and obstacles in front of my eyes"
· About individuality: "I think that I am a reliable employee as seen from other people"
· About emotional intelligence: "I am not interested in the problems that other people have"

In addition to these, data such as period of office, title, location of work were collected together.

◆ Embossed "five elements to make a perfect team" and
Based on these data, the research team concluded that the efficient team had the following five items in common. Please note that this result is for Google only, and there are notes that some companies and organizations may not apply.

Psychological safety: Do you have a psychological sense of safety as to whether you are being accepted correctly when working in a team? For teams that are not attacked or accused by members, there is no hesitation to ask questions or to present new ideas.

·reliability:Reliability about the ability of team members to work. Can you reliably trust your opponent about items such as "Can you finish a high quality work within a fixed time?"

· Organizational structure and transparency:About what you are asked about a given job, how you understand what you are doing to meet them, and how the personal work affects the performance of the whole team Understanding. The goal of the job is given according to the ability of individuals and teams, the content of which is clear, challenging and must be at a level that can be achieved.

·meaning:It is important in the efficiency of the team whether or not you understand the work that individuals are doing and the meaning of the results.

· Impact of work:It is important to understand how the results of individual and team work will affect. By understanding how the team's work affects other members in the team, you can confirm the existence in the team.


The research team concludes that the above five points are characteristics commonly provided for efficient teams. On the contrary, it is clear that the following items do not make sense at least for the efficiency of the team within Google.


· Geographic factors of team members (no need to work together in one office)
· Decision-making based on consensus
· Extroversion of team members
· Individual ability in team members
· Size of work
· Seniority
· Size of the team (number of people)
Tenure period