Will team-inclusive org design benefit your team?

Consider the following to determine if team-inclusive org design should be on your list of priorities.

• When uncertainty among employees is high, a team-inclusive org design approach develops unity, and the outcomes serve as an anchor for the team.

• Misalignment among team members related to their operating principles may be less obvious among hybrid or remote work environments. Team-inclusive org design aligns teams around their operating mechanisms.

• High turnover, driven by the Great Resignation, has resulted in many teams consisting of longer-tenured employees who know how things used to be (pre-pandemic) and new team members who are trying to figure things out, which can result in confusion or misalignment. Team-inclusive org design helps teams hit the reset button.

• When risk of turnover is high, giving teams the autonomy to design their org can help. According to David Rock, co-founder and director of the NeuroLeadership Institute, autonomy is one of five qualities that minimize the threat response and enable the reward response.

• “More than half of employees who left their job in the past six months did not feel valued by their organization (54%) or manager (52%), or they lacked a sense of belonging (51%)”, according to McKinsey & Company. Developing a sense of value and belonging at the enterprise level takes time, but there is no time to waste! BetterUp found that turnover risk, job performance and employer promoter score are all positively impacted when employees experience high levels of belonging.

To learn about ScaleUp’s team-inclusive org design facilitation process or training for your HR team, contact ScaleUp at hello@scaleupresults.com