How do we measure Belbin's
impact on the workplace?

You’d be surprised how infrequently we get asked this to be honest. Some clients use qualitative observations whilst some will use more quantitative metrics.

The key part is to decide upfront what aspects of team dynamics and performance you are seeking to develop or improve and measure. Why is Belbin being used? Then measure before and after. Why are we using Belbin? Is it to increase staff engagement? Reduce staff turnover? Reduce project timescales? Drilling down here helps to decide what metric to measure.

Clients like Sanofi for example used sales figures, which was easy to measure for the teams they were working with. Johnson and Johnson already had a performance metric, and they worked with the teams who were at the bottom of the list and managed to get them to the top of the list.

Below is a flow of how to measure Belbin’s impact.

Baseline Assessment:

Before using Belbin with a team, conduct a baseline assessment of any team performance indicators you seek to improve or develop such as productivity, communication effectiveness, employee satisfaction, and project success rates.

Deliver Belbin:

Administer the Belbin to team members online to identify their preferred roles within a team and help team members understand their contributions to the team and those of others.

Training and Implementation:

Ensure tailored training sessions on Belbin theory and how to apply it within the workplace are held so teams learn how best to use the model and reports. Encourage team members to recognize and leverage each other's strengths and develop awareness of weaknesses to minimise workplace clashes.

Regular Check-ins and Feedback:

Schedule regular check-ins with teams to monitor progress and gather feedback. Use surveys, interviews, or focus groups to collect qualitative data on how Belbin is influencing team dynamics and performance.

Quantitative Metrics:

Track quantitative metrics related to team performance such as project completion times, error rates, customer satisfaction scores, and financial outcomes. Compare these metrics before and after implementing Belbin to measure any improvements.

Qualitative Observations:

Gather qualitative data through observations of team interactions, meetings, and collaborations. Look for evidence of improved communication, better utilization of team member strengths, and enhanced problem-solving capabilities.

Success Stories:

Document success stories of your teams highlighting how Belbin positively impacted specific teams or projects within the organization that others know of and can relate to.

Use 360-Degree Feedback ongoing:

Belbin reports and the 360-degree feedback mechanism of Observers can be used in a longitudinal manner where team members provide feedback to each other on their contributions and interactions every 6 – 12 months within the team. Compare feedback before and after Belbin implementation to identify any changes in perceptions / reduction in weaknesses manifesting at above acceptable levels etc.

Longitudinal Studies:

Conduct longitudinal studies over an extended period to assess the sustainability of improvements attributed to Belbin. This allows for a deeper understanding of how Belbin influences team dynamics and performance over time in your organisation. The Belbin SPI and OBS are in and of themselves an evidence-based tool to measure behaviours and their changes and impacts.

Benchmarking:

Compare the performance of teams using Belbin against those that do not. This can provide insights into the relative effectiveness of Belbin in improving team outcomes.

By combining both quantitative and qualitative methods, organisations can gain a comprehensive understanding of the impact and outcomes of using Belbin in the workplace.

Additionally, regularly soliciting feedback from employees and making adjustments to implementation strategies as needed will help maximize the effectiveness of Belbin within the organization.

It could even be as simple as a quick sample survey below:

Understanding my Belbin strengths has enabled me to work more effectively in an individual capacity.