Interpreters must multitask throughout the work day while interacting with colleagues and assisting oneanother daily. Many times they work in close and cramped quarters. Also, they face a whole host of stressors both in and out of work. Despite the many challenges they may face one thing is certain, they must have a cohesive team and enjoy their job in order to perform at their best. There are factors that can damage the cohesiveness of your interpreter team.
The cohesion of the interpreter team can be damaged when individuals in the team lack consideration for other team members. This can manifest itself in some very simple yet not so obvious ways. For instance, one team member does not have the same sense of urgency as others. Furthermore, one member may have a sense of entitlement and not respect their team members. Moreover, one member may have too much on their plate and not be able to fullfill the requirements of their position, and other team members must pick up the slack. Yet they continue to be merited with completion of the work they did not perform. This team member may ignore work that needs to be done so that team members must fill the void by taking on the added work. The team member may me arrogant in some mannarisms, or even moody. He or she may think that what is assigned for he or she to do is more important than what other team members have to do. Or the team member in question may simply be lazy. All of these scenarios can hurt the team cohesion and the trust that goes with it. Ultimately, your hard work to build a strong team may go down the tubes.
The aforementioned can be complicated by a manager who tends to overlook these issues for the sake of not creating friction or simply avoiding having to have the difficult conversation to correct matters before they get too far gone. Or simply a manager may lack the wisdom to be able to acknowledge the fact that one team member may be taking advantage of the rest of the team.
How can we as managers embark on a process to keep our interpreter team working harmoniously toward the ultimate goal of the organization, to provide interpretation and support to medical staff and patients alike? How do we insure that the team we organized continue to work well together?
The answer to these two questions is very simple. Managers must create an environment where interpreters can freely voice their opinions, provide suggestions, be creative, and even express their grievances. Use the tool of assigment and accountability to insure that all members of the team are performing and completing duties that have been assigned to them. Create opportiunities for your team to share some time together outside or inside of work. Do not allow any member who may be tired due to extracurricular activities to affect the team negatively. Hold all team members accountable. Don't forget that a manager must hold everyone to the same standards. Don't use your team members to perform anothers' duties, while not holding the deficient member accoutable. Do not favor one team member over another. Do not exploit those who work hard and allow those that don't to underperform. This sends the wrong messsage to your team and they may lose their confidence and respect for your abilities as a leader. If you make allowances for one, remember you must do the same for the others. Remember to reward hard work appropriately and in direct correlation to the work performed. Hold meetings that include the whole team when possible and always provide all members with the results and decisions reached at meetings.
We can continue to make suggestions regarding how to properly address situations that destrroy team cohesiveness. The simple truth is that we must be proactive and not reactive when something disrupts team dynamics. In other words level the playing field for all. Finally, live by these three words; fair, firm, consistent, they will almost insure your success in maintaining team cohesivenes and team member retention.
I will write more on this topic later
