Great stuff. My team shares work and it has been a constant struggle to get under performing team members to contribute in a reasonably equitable way. This year I have set contribution targets with each person on % of the total workload. I really like the idea of having the team meeting a time for a quick round of reporting in on this and giving details on what they've identified that helped and continue, and others areas that may be holding them back if they didn't reasonably meet their targets. Since this is shared work, do you have any insight on how to put this into play without it backfiring and creating a toxic demoralizing work environment?
@SutterColin - I think you have to be very careful when trying to encourage participation. Some people don't like contribuing in front of groups (you could ask for email submissions ahead of time), others don't feel safe enough to voice opinions, etc. Setting reporting for contribution may cause more problems than it solves. I would suggest working on making team members feel safe and celebrate comments made and think of different ways you could facilitate contribution for different personality types. Only you know the situation and the people in your team. J
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Great stuff. My team shares work and it has been a constant struggle to get under performing team members to contribute in a reasonably equitable way. This year I have set contribution targets with each person on % of the total workload. I really like the idea of having the team meeting a time for a quick round of reporting in on this and giving details on what they've identified that helped and continue, and others areas that may be holding them back if they didn't reasonably meet their targets. Since this is shared work, do you have any insight on how to put this into play without it backfiring and creating a toxic demoralizing work environment?
@SutterColin - I think you have to be very careful when trying to encourage participation. Some people don't like contribuing in front of groups (you could ask for email submissions ahead of time), others don't feel safe enough to voice opinions, etc. Setting reporting for contribution may cause more problems than it solves. I would suggest working on making team members feel safe and celebrate comments made and think of different ways you could facilitate contribution for different personality types. Only you know the situation and the people in your team. J