Inspired to Talk About Teamwork

I've stolen this teamwork graphic from Ms. Pink Slip's blog, which is a blog I like to visit not only because of its entertainment value, but also because unfortunately, I can generally relate to it.

At any rate, the tagline reminded me of a ridiculous rule at my company that I will never understand.

Every quarter, each department is required to set goals. A few guidelines for these goals are as follows:

• Must be able to accomplish the goal within the upcoming quarter.
• At least one goal must be a "great goal" with significant financial benefit.
• Goals should involve efforts from the entire department.
• Departments cannot share the credit for their goals with other departments.

Allow me to elaborate on the last item. Despite the fact that most goals of real significance (i.e. the "great goal") will require some collaboration with other departments, only one department (generally the one that thought up the goal idea) is allowed to take credit.

General interpretation: Quality teamwork is discouraged.

So here's what tends to happen...
The 20ish departments each have their own unique "great goal," most of which require the cooperation of other departments in order to be accomplished. As a result, there is an unnecessarily high level of constant change and confusion due to employees trying to implement so many different goals...both for their own department and others. Total lack of focus.

Furthermore, since a manager is only held accountable for the completion of their own goal (and their efforts for the others to which they contribute aren't officially recognized), they'll often put the work their doing for other departments' goals further down on the priority list. And since everyone is doing that to everybody, all departments struggle to get their goals accomplished on time. Not to mention the fact that this entire situation prevents most managers from suggesting a goal of any real magnitude.

Imagine if managers were encouraged to sit down together to define quarterly goals as a larger group. The end result would be more efficient implementation, greater outcomes, and probably goals of more significance to the company as a whole.

On a positive note...I've heard that this "no goal sharing" rule might be abolished for next quarter. I guess enough of us have finally spoken up and presented our points.