The Team Efficiency Index measures the key factors behind successful teams that cooperate well and thrive together.
Questions
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Do you cooperate well in your team?
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Is work well planned in your team?
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Does your team follow up on its performance?
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Are you good at giving each other feedback in your team?
Reporting
The index result is presented as an average score on a scale from 0 to 100 and includes team-level feedback for managers and a trend line with options for comparison against benchmarks and higher-level organisational groups.
Index results are categorised into different intervals, each with an associated colour and description.
(87-100) Great, the team is thriving!
(69-86) Good, the cooperation in the team works well
(49-68) Development required within certain areas
(0-48) Essential to prioritise and improve weak areas
No results due to anonymity
Background
In research on team effectiveness, usually three dimensions are being recognized (Cohen and Baily,
1997; Roberson and Colquitt, 2005):
- Performance effectiveness assessed in terms of quantity and quality of outputs
- Member attitudes
- Behavioural outcomes
First, performance outputs refer to specific objective numbers regarding the performance. Second, member attitudes refer to several components, including satisfaction with the team, trust, attachment,
and cohesion. Third, behavioural outcomes include cooperation and helping, conflict management, task
strategies, and all other observable interpersonal behaviours.
Effective teamwork is one of the key elements in high-performing organisations. Well-functioning teams may lead to improved creativity, team-learning, quality, productivity, and all these aspects may finally result in higher economic gains (Akgün et al., 2014; Barczak et al., 2010; Gonzalez-Roma and Hernandez, 2014). However, several conditions need to be fulfilled so that teams can be effective.
Team effectiveness refers to the attainment of common goals or objectives through the coordination
of team members’ work activities (Irving & Longbotham, 2007). Researchers have experienced
problems in defining the boundaries of the concept of team effectiveness. Two types of models have
been distinguished. The first is a model that only uses objective performance and/or productivity
numbers to measure team effectiveness. The second is multidimensional and takes in account that team
effectiveness depends on various other factors besides team productivity and performance (Delgado Pina et al., 2008). Brilliant makes use of the second model, as it provides the possibility to work with specific elements to improve team effectiveness.