Appreciation

In this example, the team consists of machine operators, production employees and schedulers who develop innovative solutions and are responsible for carrying out operational tasks. The team leader, Mr. Markus Berger, is responsible for the management and coordination of workflows and production processes. Despite the approach that everyone is allowed to carry out their tasks independently, Mr. Berger's team does not feel sufficiently valued. The employees feel that their ideas and efforts are often overlooked or not adequately recognized. The lack of appreciation leads to a lack of motivation and commitment in the team.

The challenges were a lack of recognition of achievements. Employees feel that their contributions and successes are not sufficiently recognized by the boss, which leads to dissatisfaction and demotivation. The team also often felt left in the dark when it came to decisions or developments within the company. The lack of communication creates uncertainty and a lack of understanding.

The aim of this team coaching was to restore mutual appreciation. It was also seen as necessary to provide Mr. Berger with individual coaching as a manager for his further development. The team coaching helped to strengthen appreciation within the team and improve the working atmosphere. The strengthened team bond and clear communication led to a sustainable increase in employee satisfaction and productivity.