The Importance of Purpose For Team Wellbeing

Updated: Feb 24

Work Better Together Series explores the benefits of team wellbeing in organisations as well as looking into how managers and employees can cultivate a positive work environment. Episode 2 looks at the importance of purpose for team wellbeing.





Story: The Mad Client


At 10pm at night I received a call from a client. My heart told me not to answer the phone but my head said 'If the client is calling right now, it must be urgent." I picked up the phone and I literally felt like the client coming out of the phone to strangle me. The client had been hacked and unsavoury images were popping on the site.


I called my superior with the problem as I did not know where to start at the time. It was my luck as he was with his technical business partner and we could discuss the problem together. In less than a quarter of an hour we not only found a solution but it took me less than an hour to solve when I thought this was unsolveable.


Lesson: You Need Others To Go Far


Although a team is formed by a group of people, who ideally are working towards the same goal, team has more interesting dynamics. One of the core aspects of a team is that of having a core identity as well as different roles that compliment each other. Although a sports team has different individuals with different roles, they compliment each other and together they create a unique identity.


Team vs Group
Difference between Team and Group (Mullins, 2016)

That day I felt that I was part of a team because: 1) I wasn't alone, 2) I was supported

3) My deficiencies were complimented and 4) Managed to solve the problem in much less time. In the end I was left feeling that I was part of the team and feeling a sense of belonging with that team of people.


Implications: Constant Pushing Destroys Motivation


As we come out of the pandemic, stress and conflict are some of the main problems faced by teams. Mainly everyone is so rushed up on doing tasks that they are failing to become aware of the problems or work towards solving them. It is like we have a hole in our tires and we don't stop the car to fix it as we don't have time.


The consequences of such actions is that we put the team members in danger. People can get so scared of saying no to their superiors, that they create a life of misery saying yes. This creates resentment between managers and employees as employees feel that the managers don't take care of them. This in turn creates stress, complaints and resentment as both sides are blind to what is happening.


Theory: Team Purpose Leads To Team Wellbeing


Many managers are driven by career progression, personal fulfillment and recognition. On the other hand many employees care about their livelihood, safety and being appreciated. Trying to get employees to motivated like a manager is counter productive if not dangerous. What creates motivation for both management and employees is when there is a common purpose in the meaningful work being done or the meaningful relationships in the team.


Adair Jacob's Ladder
Jacob's Ladder For Team Work (Adair, 2004)

When people are clear about the purpose they are working for, they can focus on what they do rather than on asking questions and bickering with each other (Adair, 2004). Purpose helps to gel a team together allowing for both performance and a sense of belonging. From then people feel clear, safe and excited which in turn leads to productivity, satisfaction and wellbeing.


Action: Want Help With Team Wellbeing?

Give us 30 Minutes & Get A Free 10 Page Assessment For Your Team

If you would like to explore how to improve your team's management and wellbeing, we are offering the following:

  1. Press On Contact Us Below

  2. Tell Us What You Want To Improve In Your Team

  3. I will do a survey of your team & research on team wellbeing.

  4. You get a free 10 page report on how YOU can improve your team.





References


Adair, J. (2004). The Concise: Adair on Teambuilding and Motivation. Thorogood Publishing.


Mullins. (2016). Management & Organisational Behaviour. Pearson.

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