INTERVENTION PROGRAM TO ENHANCE TEAM FUNCTIONING

ASSESSMENT GOALS INTERVENTIONS IMPLEMENTATIO EVALUATION/ PERSONS INVOLVED TIMELINE RESOURCES

N FEEDBACK NEEDED
INITIAL EFFECTIVE TRAINING ONGOING EMPLOYEES ALL YEAR ORGANIZATIONS
ASSESSMENT COMMUNICATION: WORKSHOPS: ASSESSMENT: TEAM ROUND/ ’ TRAINING AND
: Communication is Conduct workshops Continuously assess the LEADER/SIPERVISO DEVELOPMENT
Conduct a key to team and training effectiveness of the R EVERY BUDGET
thorough functioning, by sessions to deliver intervention program MANAGER/HR 1ST-4TH
assessment of creating a safe and the intervention through surveys, MANAGER QUARTE
the team's OBJECTIVE/S: supportive components EXECUTIVE R OF THE
interviews, and
current To improve the environment where outlined above. DIRECTOR YEAR
performance metrics.
functioning, team’s team members feel Ensure active
including communication comfortable sharing participation and
strengths, , increase the their thoughts and engagement from FEEDBACK LOOPS:
weaknesses, productivity, ideas. all team members. Establish feedback loops
communication and COACHING AND where team members can
patterns, collaboration. MENTORING: provide input on the
conflict FOSTER Provide one-on-one intervention program and
resolution COLLABORATION coaching and suggest areas for
methods, and : Creating mentoring sessions improvement.
alignment with opportunities for for team leaders
organizational team members to and individual team
goals. work together on members to
projects and address specific
initiatives. This can challenges and
help build trust and support their
SURVEYS improve growth.
AND communication
INTERVIEWS: within the team. REGULAR
Gather CHECK-INS:
feedback from Schedule regular
team members PROVIDE check-in meetings
through TRAINING AND to monitor
surveys and DEVELOPMENT progress, gather
individual OPPORTUNITIES: feedback, and
interviews to Provide training and make any
identify specific development necessary
areas of opportunities to help adjustments to the
improvement team members intervention
and concerns build new skills and program.
enhance their
existing ones. This
can help them feel
more confident and
capable in their
roles, which can
have a positive
impact on team
functioning.

ROLE CLARITY:
Clarify roles and
 INTERVENTION PROGRAM TO ENHANCE TEAM EMPOWERMENT
ASSESSMENT GOALS INTERVENTIONS IMPLEMENTATION EVALUATION/FEEDBACK PERSONS INVOLVED TIMELINE RESOURCES
NEEDED
Surveys and Objective/s: Leadership Pilot Program: Regular Assessment: EMPLOYEES ALL YEAR ORGANIZATIONS’
Interviews: Training: Select a pilot group Continuously monitor the TEAM ROUND/ TRAINING AND
Conduct To provide Provide training or department to progress of the intervention LEADER/SUPERVISOR DEVELOPMENT
surveys and employees with for team leaders test the intervention program through surveys, MANAGER/HR EVERY BUDGET
interviews with the autonomy to and managers on program on a focus groups, and MANAGER 1ST-4TH
team members make decisions empowering smaller scale performance evaluations. TRAINING QUARTE
to assess their and take leadership styles, before COORDINATOR R OF THE
current level of ownership of effective implementing it Adaptation and EXECUTIVE YEAR
empowerment, their work, delegation, and organization-wide. Improvement: DIRECTOR
including their ultimately coaching skills. Use feedback from
perception of leading to Communication employees and
autonomy, increased job Team Building: Plan: performance metrics to
influence, and satisfaction and Conduct Develop a adjust the program as
meaningfulness productivity. workshops to communication needed, ensuring that it
in their work. build trust and plan to inform remains aligned with the
Review of improve employees about organization's goals and
Organizational To improve communication the intervention the evolving needs of its
Structure and decision-making within teams, program, its teams.
Culture: processes by emphasizing the objectives, and how
Analyze the providing importance of it will be
existing employees with collaboration and implemented. Recognition Program:
organizational the skills, shared decision- Implement a recognition
structure, resources, and making. Example: program to acknowledge
policies, and support they (Target Audience: and reward teams and
culture to need to make Flexible Work All employees of individuals who
identify any informed Arrangements: the organization. demonstrate behaviors and
barriers to decisions that Implement flexible Channels of
achievements aligned with
empowerment. align with work Communication:
the principles of
organizational arrangements, 1. Email
goals and such as remote 2. Intranet empowerment.
objectives. work options or 3. Notice boards
flexible hours, to 4. Townhall Career Development
empower meetings Opportunities:
To create a employees to 5. One-on-one Provide opportunities for
culture of trust manage their own meetings with career advancement and
and schedules and managers) skill development to
collaboration work empower employees to
that encourages environments. take ownership of their
open professional growth and
communication, Collaboration contribute more effectively
idea sharing, Platforms: to their teams.
and teamwork, Introduce digital
ultimately collaboration tools
leading to that facilitate
increased information
employee sharing, project
engagement management, and
and retention. transparent
communication
within teams.