Teams are part of a larger system; every work team relies on resources outside the group to sustain it. They need timely information, proper equipment, adequate staffing, encouragement, and administrative assistance. Racially diverse teams are less likely to be provided with the resources necessary for team performance. Teams can’t function if they can’t agree on who is to do what and ensure all members share the workload. Leader personality, engagement, and leadership style also have an impact on team effectiveness.

As we mentioned before, leadership is especially important in multiteam systems. Here, leaders need to delegate responsibility to teams and play the role of facilitator, making sure the teams work together. Trust is the foundation of leadership; it allows a team to accept and commit to the leader’s goals and decisions. Members of effective teams exhibit trust in their leaders. They also trust each other. Interpersonal trust among team members facilitates cooperation, reduces the need to monitor each other’s behavior, and bonds individuals through the belief that members won’t take advantage of them.

In addition to evaluating and rewarding employees for their individual contributions, management should utilize hybrid performance systems that incorporate a group reward to recognize positive team outcomes. Team appraisals, profit sharing, and small-group incentives can reinforce team effort and commitment.