Thermodynamic teams set your company on fire

An optimized way of working with flexible tools and team members in your company? Discover all the benefits and possibilities during a free analysis.

The term "thermodynamic teams" is a relatively new one. So it makes sense that it may not immediately ring a bell. We are happy to explain the full process through five frequently asked questions.

When you compare enterprises, you notice that there are two extremes. On the one hand, there are the classic companies that work according to the "frozen teams" principle. Team members many years ago were given a job title, a fixed place in one department and a delineated job description. Chances are very good that that title, place and job description are still exactly the same today. This kind of pigeonholing is causing more and more losses. So it makes sense that more and more companies are moving away from this structure.

Directly opposite those "frozen teams" are the so-called "thermodynamic teams. Their team members work in an activating, high-performing setting according to the Spotify principle. Employees who are part of a thermodynamic team can be deployed in multiple places within a company. This allows them to maximize their knowledge and share it with their colleagues.

There are three main parameters that determine the success of a business: processes, tools and people. Most companies have optimized and digitized the first two by now. Yet the third parameter (people) usually limps behind. Team members are thus saddled with tools and solutions that are more dynamic than the job they do.

Leaving behind pigeonholing allows employees to get out of their comfort zone. Or maybe they are just pushed into their comfort zone. Thanks to a thermodynamic team structure, the right people are assigned to the right task at the right time.

There are three major advantages to thermodynamic teams:

1. When people can do what they love to do or what they are good at, the efficiency and speed of your team members will increase.
2. Employees feel more involved in the company. Silos give way to structural collaborations across departments.
3. An employee who feels good about his or her job will also deliver better products or services. A win-win situation for your employees, your company and your customers!

Almost 90% of the original Fortune 500 list used that reasoning, too. They had an approach that worked at the time. Unfortunately, their competitors had an approach that eventually proved to work better. After all, to stand still is to go backwards.

The thermodynamic team structure and the Spotify model have proven in recent years that they can take companies to the next level. They are methods where you can sleep on both ears in the coming years. After your processes and tools, your employees are finally ready for the future as well!

No. While the Spotify model is used in a lot of contemporary businesses, a one-to-one copy won't work in your company. Culture, product, structure, industry ... these are all factors that make the difference between your company and Spotify.

A thermodynamic team structure is usually part of a digital transformation and is aligned with your customers and employees. So you would do well to hire a seasoned partner with experience in digital transformation and thermodynamic teams.

It goes without saying that we don't offer solutions that we don't believe in ourselves. That's why Tunity also works according to the principle of thermodynamic teams. We combine people and skills per project, and deploy employees or freelancers where necessary. The structure of our company is secondary, the result takes precedence.