The future of work is here. With so many technological advancements and changes happening around the world, organizations need to let go of rigid job-based structures and make way for dynamic teams.
This model focuses on achieving business outcomes rather than defining job roles and giving employees a fixed set of work responsibilities.
This can be a win-win for both organizations and employees as organizations can adapt faster to changes and achieve business goals while employees can learn rapidly and progress faster in their careers.
Let’s understand how you can enable organizational agility through dynamic teams in your company.
What is a dynamic team?
Called the most innovative and productive groups within the organization, dynamic teams help improve performance, increase job satisfaction, increase agility, and achieve business goals.
A dynamic team is an employee team that comes together to achieve a specific goal or mission and disbands when this said goal is accomplished.
For example, a dynamic team can be formed to complete a client construction project, and once the project is built, this team is disbanded until a further project gets ready.
With 82% of employees saying that they have participated in a dynamic team more than once, the importance of dynamic teams in organizations is growing.
Why is Organisational agility in dynamic environments important?
The number one reason why organizational agility in dynamic environments is important is that our world is seeing many fast changes and developments that teams need to be ready for.
For example, the pandemic hit us back in 2019 and 2020. The old style of working was disbanded, and companies had to fast come up with solutions that made it easy for employees to engage and communicate with their teams while everyone was working from home.
The companies that showed this organizational agility developed innovative solutions that otherwise wouldn’t have been possible.
Difference Between Traditional, Dynamic, and Agile Teams
Let’s compare all these kind of teams in a simplified way.
It has a formally assigned leader like a line manager
It has a predictable workflow. There is a right and wrong way to work
Team members typically share a set job title or expertise
Often, there is no leader. This kind of team is self-organized
There is no set workflow. Workflows change according to new ideas and strategies
There are cross-functional teams that do not follow any defined methodology or protocols
It has a formally assigned leader like a scrum master
It has an unpredictable workflow. Goals and work focus tend to change frequently
It follows formal agile methodology like daily sprints and stand-ups
What are the challenges of dynamic teams?
Below are some common challenges of dynamic teams:
Finding the right:
Ensuring team member accountability:
Creating relationships between team members:
Creating a system of recognition and rewards:
How can existing HR technology support dynamic teams?
Dynamic teams have the potential to make organizations much more resilient, adaptable, innovative, and effective.
With so many challenges that come with opting for dynamic teams, you need HR technology that supports these teams and makes their operations smoother and seamless.
For example, with SAP SuccessFactors, HR leaders can get access to different modules like employee experience management, HR analytics and workforce planning, talent management, career development, and so on, which can help plan and manage these dynamic teams better.
There are also functionalities that help you eliminate biases during the selection process so that these teams are made based on each member’s skills, talent, and experience rather than on any other factors.
To learn more about how you can implement this HR technology, reach out to our experts at TalenTeam.