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How to bridge the gap between Microsoft teams and your HRIS to charge-up your people, teams and organization

Creation of invisible teams

When you already start working with Microsoft Teams or you are planning to do that, chances are real that you will create a lot more teams than you will find on your org. chart. And it doesn’t stop there. For each team you create in Microsoft Teams you can create several channels for subteams, to work on team goals or other topics, or just to organize something fun.

While the real work is happening in those newly created teams and channels, it is not visible for the rest of the organization because it does not appear on the org. chart.

Recent research by Marcus Buckingham and Ashley Goodall showed that 64% of the employees work in multiple teams at the same time, but almost 75% don’t show up in the organizational chart.

This not only affects the overall employee engagement but also the level of productivity and the fulfillment of the organizational ambitions.

You can read more about this in our blogpost:

The more teams and channels you create the less overview you get and the harder it becomes to know who does what and who is responsible for what within the organization.

Suddenly the need for working with roles arises.

From fixed jobs to flexible roles

The more teams that have been created, the more people take on flexible roles instead of that one job on the org. chart.

But again those roles and the work related to them are not visible, not on the org. chart but also not in your HRIS system. Because of the fact that all HRIS systems still work based on jobs, the development and performance process is also still job-based. And because of that people only get visible recognition and feedback on the jobs they take from their only hierarchic manager, while the recognition and feedback of the people and managers they work with every day don’t get into account. And this again leads to disengagement.

Bridging the gap

By making all your teams and subteams (those in Microsoft teams and on your classic org. chart) visible on a dynamic role-based org. chart, you will be able to make all the work visible and all the roles your people take within the different teams they are working in.

This will lead to greater recognition and higher engagement. But it won’t stop there, by also making work that needs to be done visible you will be able to create new opportunities for your employees to take on new roles and develop themselves, which will lead to higher retention and employability.

And by linking your organizational goals to the teams; who continuously appear and dissolve in order to execute those goals; will increase your organizational agility and lead to the creating of more business value.