We should be more excited about what
we can become…than we are proud
of who we are!

This perfectly describes X-Stream Leadership Group and those we truly
enjoy working with and around!

Click here download!

This month we have another great question:

JR,
How does a leader gauge the value and need for non-monetary “morale”-boosting projects such as a night out or funding a softball team? On the one hand, they feel superficial and the ROI seems difficult to calculate. On the other hand, it seems to be a poor reflection on management when these things are ignored.

Thomas Czerniecki,
City Manager

This is an excellent question and one that good leaders are always struggling to solve. I know I’m in the presence of a very poor leader when I hear words to the effect of, “A paycheck should be plenty of reward!” Since money is a simply a “hygiene” factor and not a “satisfier,” how do I prioritize my efforts to get the best ROI / bang for the buck?

First and foremost, as a good leader and manager, you need to thoroughly understand your team. What do they think is important? What do they respond to and value the most? I’ve been surprised several times during my career to learn that money does not rank at the top of most people’s list (even though that is most often what you hear). In a couple of studies that I’ve done with my own teams, I was very surprised to learn that money didn’t even make the top five!

So what was the top motivator? Recognition and the feeling of “belonging” to an “elite” group! And their desire for recognition comes in many different forms. This is why you need to do your homework and find out what matters to your team. Specifically to your question, Thomas, it can often be associating with other team members in an after-hours event. Be aware however, that not everyone is outgoing and gregarious. Some value their off-time with family and friends the most and would see this type of activity as both intrusive and a burden. Your biggest difficulty is in realizing that there is not going to be a “one-size-fits-all” answer to team building. Indeed, forcing people into something they don’t want to do can be counter-productive! Be prepared to support several different team-building activities during the year.

You can conduct your research formally through surveys and team meetings and informally through one-on-one discussions and talks with informal leaders of the group. I find that I get the best results when I use both methods together. Dig deep…don’t take answers to these questions at face value. I also find that one of the key principles of team building is often misunderstood. It is not enough to simply “get them together.” I have found that putting them into a situation that forces them to solve or accomplish a challenge that NONE of them can overcome on their own creates a sense of “shared adversity” that is critical to creating a strong bond among people that is difficult to break. When people do something others thought could not be done, there is a shared feeling of accomplishment that builds trust and develops meaningful relationships that carry through into their daily work routines, often lasting for years.

Now comes the tough part—determining the most cost-effective way to achieve your objective. It is relatively simple to conduct a cost-benefit analysis…until you begin to look at the intangibles in your question. What is the dollar value of a strong bond of trust in your workers? How much is it worth to create shared commitment within your team? This is why it is so important to not waste your efforts on the shallow “feel good” things that your people don’t value. We can always find money in our budgets if we look hard enough. As leaders, our job is to prioritize and manage scarce resources. Find efficiencies in your operations somewhere and use the money saved to strengthen your team. A failure to invest in your organization in this way will prevent your team members from achieving their full potential. To measure the effectiveness of your team-building efforts, a very simple survey using a few open-ended questions administered before and after, can reveal a great deal about what is working and what can be improved. You can then compare productivity, morale, and job satisfaction before and after your sessions to determine if there is a direct correlation to performance improvement.

This is a worthwhile investment in your team and your organization! Is it winning a championship softball trophy, donating to a local charity with a record-breaking dollar amount, or is it participating in a community event for a deserving family? Only you and your team can come up with the best answer to this question. But it is one that great leaders take the time to figure out!