{"id":21075,"date":"2020-02-17T12:12:08","date_gmt":"2020-02-17T09:12:08","guid":{"rendered":"https:\/\/www.ibtdi.com\/?p=21075"},"modified":"2020-02-16T21:59:15","modified_gmt":"2020-02-16T18:59:15","slug":"reasons-for-low-team-production-rates","status":"publish","type":"post","link":"https:\/\/www.ibtdi.com\/en\/reasons-for-low-team-production-rates\/","title":{"rendered":"Why Team Productivity Declines and How to Improve It"},"content":{"rendered":"

\"\u0646\u062a\u064a\u062c\u0629<\/p>\n

 <\/p>\n

It\u2019s natural for every project to get off to a strong start, with employees highly enthusiastic and motivated, eager to complete their assigned tasks\u2014and more. <\/span><\/p>\n

This period\u2014the initial phase\u2014should be handled with great care and used to its fullest. Yet before long, team productivity begins to decline or <\/span><\/p>\n

drops after a while.<\/span><\/p>\n

Experts and specialists call this decline in productivity the \u201cteam midlife crisis\u201d or the second-year performance slump. It is a phenomenon<\/span><\/p>\n

worthy of study and attention, because if it continues to worsen, team productivity will keep falling, and the organization will make no progress at all.<\/span><\/p>\n

Beyond all that, what causes a team\u2019s productivity to decline and come crashing down? That\u2019s the question we\u2019ll do our best to answer <\/span><\/p>\n

here. Some of the reasons include:<\/span><\/p>\n

.<\/p>\n

1- Team support system<\/strong><\/span><\/h2>\n

A company may work hard to build a\u0628\u0646\u0627\u0621 \u0641\u0631\u0642 \u0627\u0644\u0639\u0645\u0644<\/a>, and to carefully select the members of one team or another, yet forget to establish a system to support that team and move it <\/span><\/p>\n

forward, while ensuring its hopes and ambitions are fulfilled. Without such a system, employees\u2019 enthusiasm and passion for their work will not last.<\/span><\/p>\n

.<\/p>\n

2- Team progress<\/strong><\/span><\/h2>\n

It may be important\u2014indeed, essential\u2014to draw team members\u2019 attention to the progress they have made and the success they have achieved together. This success and progress <\/span><\/p>\n

will fuel their enthusiasm and encourage them to make even greater efforts.<\/span><\/p>\n

.<\/p>\n

\n
<\/div>\n<\/div>\n

3- New goals<\/strong><\/span><\/h2>\n

If team members continue doing routine, familiar work, they may become disengaged and lose motivation. The best way to address this challenge <\/span><\/p>\n

is to keep setting new goals for the team, even simple ones. Achieving these goals will encourage and motivate the team.<\/span><\/p>\n

.<\/p>\n

4- Team members\u2019 tasks<\/strong><\/span><\/h2>\n

On \u0642\u0627\u0626\u062f \u0627\u0644\u0641\u0631\u064a\u0642<\/a> A manager should distribute tasks among team members and direct reports in a way that ensures everyone takes on a new activity each day.<\/span><\/p>\n

.<\/p>\n

5- Overtime and Compensation<\/strong><\/span><\/h2>\n

If you ask any member of your team to take on an additional activity, or to do work beyond their usual job responsibilities <\/span><\/p>\n

and established duties, you should compensate them for it. Otherwise, expect them to refuse or become less engaged in their work.<\/span><\/p>\n

Finally, team leaders should understand that it is natural for their team\u2019s productivity to decline, and that they should treat some people in a way <\/span><\/p>\n

It should be logical and natural, and they should not shy away from it. Instead, they should address it systematically and properly so the problem can be resolved and they can move forward safely.<\/span><\/p>","protected":false},"excerpt":{"rendered":"

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