Business psychology. How to allocate responsibility in a team

Business psychology. How to allocate responsibility in a team

When I get a job, some of my colleagues study the prospective employer in detail, and then ask him or her an acute job interview. Here are some of the following questions:
How is responsibility in the group and who is responsible for it?
Who controls the tasks? Who accepts the result and distributes bonuses to the team? What does command responsibility mean?

Let’s start with the concept of “responsibility”

responsibility is the ability to respond (literal translation of the term responsability). Little addition: answer for your actions, answer
to something in their reaction.

That is, life strikes a kind of “blows” to a person, and he learns and responds to them.

When he learned to cope with one type of “blows,” others came to replace him. And again he learns to respond to them. Or, by creating some initiative and action, one must be responsible
the consequences of this action, being aware of the harm that can be done to other people (it is often difficult to find a “win-win” position in which everyone will be satisfied), etc.

And that’s where the fun begins, after all the n culture has the concept of “be responsible for another person”. It is justly applied to the parents and the child, because by law
the father is responsible for all actions of his child under 18 years and also protects him from dangers. These are responsibilities that coincide in the animal and legal worlds.

Trusteeship is appropriate when you know for sure that you are not able to take care of yourself. This is true for children and adults who are helpless or for various reasons
incapacitated. However, many transfer the concept of care and assistance to other areas of life: relationships, health, work, etc.

Trying to save an adult from the “blows” of life, we do not allow him to study. The Eastern concept of karma (Law
cause and effect). The law of karma teaches that everyone has to go through their lessons and that we are not given problems that we are unable to cope with.

The following laws should be mentioned in order to avoid “rescue syndrome”:
“Don’t ask – don’t come in” and “That’s not my problem.”
Very wise laws, if properly used.

First of all, you need to wait for help. And attempts to “do good”, do what they were not asked for, often lead to aggression on the part of the receiving “good” and the image of
the party wants to bring this “good”.

In psychotherapy, the technique is used to accept the appearance of a healthy, capable adult (adult) person – completely independent and autonomous person. He owes him nothing,
and he blames no one. All interaction with the outside world is based on the principle of exchange of values. If you want something – offer something instead.

And here comes into force an interesting phenomenon called Freebie Instinct. It is, in fact, the fourth strongest human instinct (after eating, sex, and power) that can
to disguise under laziness and efficiency. People who are not used to taking responsibility have a high craving for the freebie. Did you see the queues in front of the lottery ticket booths? AND
crowds of people in casinos?

In Russia the belief in the miracle is especially sharpened.

“There is no cause for sadness.
Tomorrow will be better than yesterday.
Wake up and sing, wake up and sing! »
– sings in a famous song.

or “suddenly a magician will come and show the movie for free». Keyword – free. In our country, people are generally not used to paying for something. And why? After all, you can hope
and wait. Suddenly tomorrow is a coup d’etat and you can quickly grab the resources.

And as a team, why bother if someone can help? And of course, for free. And then we ever get paid.

I noticed that among the most responsible (and overwhelmingly successful) people, there are very few fans of freebies. These people know the value of all the resources that surround them, and they are ready
to pay for them. They also know the value of their time well, because they are convinced that life on earth is limited, and they doubt the existence of an afterlife, unlike lovers of freebies.

The entrepreneur fully accepts the “playing conditions” in this world. And he does his best to achieve his goals. He is confident that no one but him will do a better job, so he takes it
all responsibility for yourself.


Most people do not understand what personal responsibility is.

Personal responsibility is the acceptance of the fact that man is to some extent the center of the universe. It is through his actions that he succeeds, and
it is also through his actions that he fails. No one but himself is to blame. He alone is responsible for all events in his life and reactions to them. The notorious law of karma.

Observing, I see that the more one gives power over one’s life to one’s parents (parents, society, employer, colleagues, family, etc.), the less he is responsible for himself
he becomes a less reliable employee.

Such a person will always find excuses for why he did not do the job on time or in full, why he did not inform the management in advance, did not cope, etc.

These people – typical victims. In their misfortunes always someone is guilty, everything is not as it should be (according to their illusory ideas, which they take from the books they read in childhood).
They do not control their lives.

And what does it mean to give power over your life? It is to start blaming someone for your failures. A person admits that he has (or still is) influenced, which hinders him
and which he can’t handle.

The responsible person, on the contrary, is not afraid to admit his mistake and guilt. And the more guilt he takes on himself, the more responsibility he has for his life, and not only his own. after all
the manager is responsible for the mistakes and successes of the subordinates.

We move on to teamwork

For some executives, teamwork is independent distribution of responsibility among employees and help colleagues if they don’t

That’s the definition I immediately have a question.

1. Independent distribution. This means that you are counting on super-proactive employees who are very fond of their work. They are involved and motivated by it
so much so that they are happy to take on new tasks. Do you often meet such office staff? If they are so active, why didn’t they decide to start their own business?

It is common practice when such ambitious and active employees, having acquired the necessary experience and knowledge, open a copy of the company (sometimes capturing a client base and / or team) and successfully
become competitors to the former boss.

For me personally, this is a very dangerous strategy – to create independent teams. The manager loses power and control over the team. And she, in turn, wonders – what,
in fact, their manager deals with it, and why do they need it if all decisions are made within the team.

2. Helping colleagues. Let’s return to the above and mention the concept of assistance. First there should be a request. And on every request we, as free people, can give
consent or refusal. Otherwise, it is a requirement, and it should be spelled out in the contract describing the penalties for non-compliance.

So, help can be selfless and self-serving. Selfless help equates to charity when one does not need anything from the person to whom he is helping. But wait, we do
We are talking about business. We make money here, and therefore support purely self-interested interest. In addition, we all have our own needs, as well as someone’s family to feed. by
Thanks at work will not help anyone.

So we go smoothly to help the mercenary or exchange-based barter: you are me – I am you. Mutual revenue. Within the team, this can be addressed without the involvement of the manager. One to another can
help, and then replace it in the absence.

But what if an employee is constantly in need of help?

We understand that if an employee does not regularly manage, it is a signal that it is time to check his competence. He may need additional training, performance training, or
you need to replace it.

The concept of “assistance” in such a situation, as a rule, involves performing work for one employee by another.

And here is the question: If there is no clear division of roles, does it mean that there is duplication of positions and budget overruns?

That is, two employees perform the same task and have the same functions? And why this duplication? In case of illness / vacation care of one of the employees? Or because one is average
the employee does not cope with the task?

According to statistics, two to three average employees spend the salary and content of one professional, whose salary is only 1.5 times higher. Simple arithmetic shows that financially
it is more profitable to work with a pro.

Again the question is: what is the composition of the team? how many professionals are there, and how many do “middle-aged men” need? Unfortunately, most teams give average and below average scores
efficiency. It will be difficult and uninteresting to work with a motivated and dedicated professional.

I see another way of organizing work:

1. Make a list of steps required to complete the project;

2. Decompose these steps into actions;

3. Combine actions into roles;

4. Distribute roles to employees according to their psychotype;

5. Create performance measurement metrics (goal setting by SMART can help);

6. Establish work regulations and job descriptions that clearly identify the division and boundaries of responsibility across all roles;

7. Regular monitoring of metrics, evaluation of employee performance by roles;

8. Applying incentives and penalties in line with project objectives;

9. Employee role rotation to select the best fit for the employee psychotype;

10. If motivation and rotation have not helped – replacement of employees.

This is an easy way to create a highly effective team of professionals. The main thing is to do the stimulation exactly. And this requires a strong discipline of the team leader that, yes
Unfortunately, it is rare. And the concept of personal responsibility here applies to the manager even more.

Here are some reasons why work rules are especially important, even if the structure of the company is alive and constantly changing:

1. The division of responsibilities helps to determine who and at what stage is responsible for the project. Who to punish for idle time or encourage for quick results;

2. If several people are responsible for one task and no deadline is set for it as a group, then no one is actually responsible for the task.
vouches. It has already happened in Russia that it is easier for us to find the culprit and come up with excuses than to admit our guilt, mistake and move on, without admitting any such shortcomings. And also in Russia
used to work with stress and give up everything on the last day. Fortunately, this trend is gradually changing.

3. Regulations help to significantly reduce the level of stress and significantly increase employees’ self-esteem. If a person is sure that he has fulfilled his task, then
can go home with a quiet conscience. Even if another employee zafakapit next stage, it is not his problem, because – not his responsibility. Sounds pretty cruel and
selfish. But let’s ask ourselves, whose responsibility is that another employee has set up a task? Can the HR department that hired an incompetent employee? Or a project manager who
Didn’t test it before giving the task? The most employee who didn’t report deadlines in a timely manner and allowed a fax? I guess you don’t need to explain the whole trick of corporate life, in
which all of the above people are trying to impose their real responsibility on others. And this is often called in big corporations teamwork!

4. That is why many companies do not and probably will not have regulations. With their help, it is very easy to understand the incompetence of many employees, often
hold high positions, and see their low efficiency and value to the company. But if everything was so simple – implemented, found unnecessary employees, replaced with efficient ones. IN
the PSI factor, namely the emotions of the managers, interferes with the real situation. They are more comfortable working with those who simply sympathize with both the individual and the individual.

Therefore, the topic of business psychology is becoming popular. And after the well-known TV series “Billions”, the position of a full-time psychotherapist / coach became more in demand. Many have realized the need
such specialist and realized that it is better to “fix” the heads of employees in advance, until the neuroses began to progress and create real problems of business.

It is important to resolve internal conflicts in a timely manner, preventing them from growing into animosity that can damage businesses. It is believed that these functions should perform
HR-department. In practice, I have not seen effective work in this direction without a dedicated specialist. after all HR and so loaded with his functions he has
no time to work deeply with each employee, give him as much time as he needs to solve the problem.

A specialist comes to the rescue who can look at corporate life from the outside, impartially evaluate it and find ways to solve communication problems.

Andrey Yeliseyev,

business consultant, psychologist,

blog editor GrossDaten

team building

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