We are a small company that has never really used the “team” concept before. Historically, everyone has had their little department to protect and promote. Now that we are growing, we need to foster a more united effort. We are getting a lot of resistance and undermining from the leadership staff. How do we shift the culture?

Team Doc answers… How to Shift a Small Business to a Team Based Culture

I am honored today to host the Carnival of HR — a collection of blog posts from around the interwebs full of good advice for you and your team.

When I think about organizations and how they work, it often reminds me of a continuum with recruiting at one end and the company at the other with several points in between. At any given time, the points within the continuum can shift one way or another, but to have a successful organization you must have people coming in one end and a company focus with a purpose for being at the other. Here are some thoughts about a few of the points on the continuum. Team Doc answers… Carnival of HR - The Organizational Continuum

I have been promoted to head a department of 32 people, and will start next month. There has been high turnover for the last 2.5 years despite annual bonuses. I have the impression that they have been left on their own far too long. The former boss said that the staff do not care about the job. They leave office on the dot. I have no idea how should I approach the situation on my very first few days there. Any idea? Thanks.

Team Doc answers… How To Reengage Team Members

The Carnival of HR is a round up of really helpful tips about organizational issues and on May 27 it will be hosted here at Ask Team Doc. If you’re curious about what the carnival includes, you can visit Recruitment 2.0 where the last carnival was held. Look forward to some really helpful tips.

If you are visiting because you want to submit for the May 27 carnival, please submit your entry by May 25 end of day via this web form. Thank you!

New to an agency with little turn-over. Most have been there for three years or longer performing only one task. I’ve started trying to have people learn responsibilities of others in case an individual who performs a task no one else does is not at work. I’ve guaranteed that learning another’s responsibilities did not warrant them to perform those tasks unless an individual who generally performed that task did not come in to work. I’ve met some resistance from 4 of 15 individuals. They want to be reimbursed for the additional responsibility if they are to perform the task, whether or not the responsible individual does not report to work. The majority of the individuals accepted my idea and are trying to help me in motivating the resisting individuals. I’ve planned to move forward, but continue to encourage the ones resisting to participate; I’ve explained the benefits for the individual and the department. How do I negotiate if the four individuals choose not to learn?

Team Doc answers… How To Encourage Cross Training On Your Team

We implemented a new process over a year ago that a long-time colleague continues to resist. Despite continued efforts made over the months to work with this team member and ensure they understand, they continue to do old process, hampering productivity and reducing compliance. Team lead is aware but does not seem to be having any effect. As a colleague, I have no authority for offering incentives or discipline. Based on experience, anything coming directly from me is seen as a challenge and results in hostility and increased conflict. This team member’s work plays an important part in others’ work flows and therefore hampers our team’s overall success. Any suggestions would be welcome.

Team Doc answers… How To Deal With A Resistant Team Member

You have a team member who happens to be the best pitcher in a baseball team. This team member has had a misunderstanding with the head coach, they just don’t see eye to eye. Now the head coach will not play this player & makes him sit on the bench as a form of punishment. This situation is getting worse & has had a toll on the team’s overall performance. Team Doc answers… How To Put A Conflict Aside For The Good Of The Team

A group of about eight woman who need to work together but have gotten into dividing themselves. They are causing the division, I believe, due to two or three people wanting total control. It is detrimental to the group and to the students they serve. Please send suggestions of where to begin.

Team Doc answers… What To Do When The Team Is Divided

My role in the organization is to lead a group of four people in the ‘Team Building’ Unit. We are in a mining organization with about 2000 staff of different nationalities with diversified cultural backgrounds. The role of my unit is to build and increase team spirit among the employees.

We will be running a number of trainings that are geared towards changed behavior and motivated staff. Do you have some team building games, energizers, brain-teasers, etc that can be used in our training? Or any other tools you think will help us achieve our team building objectives? Looking forward to read from you.

Team Doc answers… How Can We Achieve Our Team Building Objectives?

I work for an international NGO with matrix teams across 50 countries. How do you ensure goal alignment when staff have two bosses ? How do you manage conflict of priorities, time allocation to the line manager and the dotted line manager?

Team Doc answers… How To Align Goals When There Are Two Managers