{"id":16417,"date":"2025-10-24T09:25:59","date_gmt":"2025-10-24T01:25:59","guid":{"rendered":"https:\/\/itdworld.com\/blog\/?p=16417"},"modified":"2026-10-24T09:34:01","modified_gmt":"2026-10-24T01:34:01","slug":"the-invisible-work-that-holds-high-performing-teams-together","status":"publish","type":"post","link":"https:\/\/itdworld.com\/blog\/human-resources\/the-invisible-work-that-holds-high-performing-teams-together\/","title":{"rendered":"The Invisible Work That Holds High-Performing Teams Together"},"content":{"rendered":"<div class=\"yoast-breadcrumbs\"><span><span><a href=\"https:\/\/itdworld.com\/blog\/\">Home<\/a><\/span> \u00bb <span><a href=\"https:\/\/itdworld.com\/blog\/.\/human-resources\/\">HR Blog<\/a><\/span> \u00bb <span class=\"breadcrumb_last\" aria-current=\"page\"><strong>The Invisible Work That Holds High-Performing Teams Together<\/strong><\/span><\/span><\/div>\r\n\r\n\r\n<div class=\"wp-block-spacer\" style=\"height: 30px;\" aria-hidden=\"true\">\u00a0<\/div>\r\n\r\n\r\n\r\n<p dir=\"ltr\">Imagine two employees working in the same department.<\/p>\r\n<p dir=\"ltr\">The first consistently exceeds their individual performance targets. Their accomplishments are easy to measure, their results appear prominently in monthly reports, and their manager frequently mentions them during team meetings.<\/p>\r\n<p dir=\"ltr\">The second produces solid work but rarely tops the performance charts. However, they\u2019re also the person colleagues approach when they need help solving a difficult problem. They mentor new employees, share knowledge across departments, and often notice potential issues before those issues become expensive mistakes.<\/p>\r\n<p dir=\"ltr\">When promotion decisions arrive, which employee is more likely to stand out?<\/p>\r\n<p dir=\"ltr\">The answer may depend on what the organization measures.<\/p>\r\n<p dir=\"ltr\">Individual performance is relatively straightforward to document. Contributions that improve the performance of an entire team can be much harder to identify, particularly when they happen through informal conversations, mentoring relationships, and everyday cooperation.<\/p>\r\n<p dir=\"ltr\">For leaders trying to build high-performing teams, this creates an important challenge: some of the work that makes an organization successful is also the easiest to overlook.<\/p>\r\n<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_74 counter-hierarchy ez-toc-counter ez-toc-grey ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title\" style=\"cursor:inherit\">Table of Contents<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #999;color:#999\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #999;color:#999\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/itdworld.com\/blog\/human-resources\/the-invisible-work-that-holds-high-performing-teams-together\/#Why_Traditional_Performance_Metrics_Miss_Important_Contributions\" >Why Traditional Performance Metrics Miss Important Contributions<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/itdworld.com\/blog\/human-resources\/the-invisible-work-that-holds-high-performing-teams-together\/#The_Research_Behind_Helping_Behavior_at_Work\" >The Research Behind Helping Behavior at Work<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/itdworld.com\/blog\/human-resources\/the-invisible-work-that-holds-high-performing-teams-together\/#When_Being_Helpful_Becomes_an_Unofficial_Job\" >When Being Helpful Becomes an Unofficial Job<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/itdworld.com\/blog\/human-resources\/the-invisible-work-that-holds-high-performing-teams-together\/#Recognition_Reveals_What_an_Organization_Actually_Values\" >Recognition Reveals What an Organization Actually Values<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/itdworld.com\/blog\/human-resources\/the-invisible-work-that-holds-high-performing-teams-together\/#Why_Peer_Feedback_Can_Reveal_What_Managers_Miss\" >Why Peer Feedback Can Reveal What Managers Miss<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/itdworld.com\/blog\/human-resources\/the-invisible-work-that-holds-high-performing-teams-together\/#The_Difference_Between_Collaboration_and_Constant_Availability\" >The Difference Between Collaboration and Constant Availability<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/itdworld.com\/blog\/human-resources\/the-invisible-work-that-holds-high-performing-teams-together\/#How_Leaders_Can_Make_Invisible_Work_More_Visible\" >How Leaders Can Make Invisible Work More Visible<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/itdworld.com\/blog\/human-resources\/the-invisible-work-that-holds-high-performing-teams-together\/#Include_collaboration_in_performance_conversations\" >Include collaboration in performance conversations<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-9\" href=\"https:\/\/itdworld.com\/blog\/human-resources\/the-invisible-work-that-holds-high-performing-teams-together\/#Make_mentoring_an_acknowledged_responsibility\" >Make mentoring an acknowledged responsibility<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-10\" href=\"https:\/\/itdworld.com\/blog\/human-resources\/the-invisible-work-that-holds-high-performing-teams-together\/#Recognize_contributions_without_encouraging_overwork\" >Recognize contributions without encouraging overwork<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-11\" href=\"https:\/\/itdworld.com\/blog\/human-resources\/the-invisible-work-that-holds-high-performing-teams-together\/#Ask_employees_what_recognition_means_to_them\" >Ask employees what recognition means to them<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-12\" href=\"https:\/\/itdworld.com\/blog\/human-resources\/the-invisible-work-that-holds-high-performing-teams-together\/#The_Risk_of_Rewarding_the_Wrong_Behaviors\" >The Risk of Rewarding the Wrong Behaviors<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-13\" href=\"https:\/\/itdworld.com\/blog\/human-resources\/the-invisible-work-that-holds-high-performing-teams-together\/#High-Performing_Teams_Depend_on_More_Than_High_Performers\" >High-Performing Teams Depend on More Than High Performers<\/a><\/li><\/ul><\/nav><\/div>\n<h2 dir=\"ltr\"><span class=\"ez-toc-section\" id=\"Why_Traditional_Performance_Metrics_Miss_Important_Contributions\"><\/span>Why Traditional Performance Metrics Miss Important Contributions<span class=\"ez-toc-section-end\"><\/span><\/h2>\r\n<p dir=\"ltr\">Most organizations need measurable performance indicators.<\/p>\r\n<p dir=\"ltr\">Sales teams track revenue, customer service departments monitor resolution times, and project managers evaluate deadlines, budgets, and deliverables.<\/p>\r\n<p dir=\"ltr\">These measurements provide useful information about individual and organizational performance. Without them, managers would struggle to evaluate progress or identify operational problems.<\/p>\r\n<p dir=\"ltr\">But performance metrics rarely capture every contribution that matters.<\/p>\r\n<p dir=\"ltr\">Consider an experienced employee who spends thirty minutes helping a colleague understand a complicated process. That assistance may prevent several hours of rework, but the time spent helping could make the experienced employee appear less productive according to their individual metrics.<\/p>\r\n<p dir=\"ltr\">Similarly, someone who identifies a potential problem early may prevent a project delay that never appears in a performance report.<\/p>\r\n<p dir=\"ltr\">The value exists, but it isn\u2019t always visible.<\/p>\r\n<p dir=\"ltr\">This distinction becomes particularly important in organizations where employees depend heavily on one another.<\/p>\r\n<p dir=\"ltr\">A software developer may help colleagues troubleshoot difficult issues. A senior nurse may support less experienced team members during demanding shifts. A project coordinator may resolve communication problems between departments before they escalate.<\/p>\r\n<p dir=\"ltr\">In each case, the employee\u2019s contribution extends beyond their assigned responsibilities.<\/p>\r\n<p dir=\"ltr\">The difficulty is determining how to recognize those contributions without turning every helpful interaction into another performance metric.<\/p>\r\n<h2 dir=\"ltr\"><span class=\"ez-toc-section\" id=\"The_Research_Behind_Helping_Behavior_at_Work\"><\/span>The Research Behind Helping Behavior at Work<span class=\"ez-toc-section-end\"><\/span><\/h2>\r\n<p dir=\"ltr\">Organizational psychologists have studied these contributions through the concept of organizational citizenship behavior.<\/p>\r\n<p dir=\"ltr\">The term generally describes discretionary workplace behaviors that support the organization or its members beyond narrowly defined job requirements.<\/p>\r\n<p dir=\"ltr\">Examples include helping colleagues, sharing useful information, supporting organizational initiatives, and voluntarily taking responsibility for problems that affect the wider team.<\/p>\r\n<p dir=\"ltr\">A foundational 1997 review by organizational psychologist Philip Podsakoff and colleagues examined research on organizational citizenship behaviors and their potential relationship with organizational effectiveness.<\/p>\r\n<p dir=\"ltr\">The researchers discussed how these behaviors can contribute to organizational functioning by supporting coordination, helping coworkers, and reducing the need for certain forms of managerial oversight.<\/p>\r\n<p dir=\"ltr\">The implications are interesting because they challenge a purely individual approach to performance.<\/p>\r\n<p dir=\"ltr\">An employee\u2019s value isn\u2019t necessarily limited to the tasks they personally complete. Their actions can also influence how effectively other people complete their work.<\/p>\r\n<p dir=\"ltr\">That doesn\u2019t mean every helpful employee is automatically a high performer or that organizations should abandon individual accountability.<\/p>\r\n<p dir=\"ltr\">It means leaders need a broader understanding of contribution.<\/p>\r\n<p dir=\"ltr\">An employee who consistently helps others succeed may be creating value that conventional productivity measurements fail to capture.<\/p>\r\n<h2 dir=\"ltr\"><span class=\"ez-toc-section\" id=\"When_Being_Helpful_Becomes_an_Unofficial_Job\"><\/span>When Being Helpful Becomes an Unofficial Job<span class=\"ez-toc-section-end\"><\/span><\/h2>\r\n<p dir=\"ltr\">There\u2019s another side to this issue.<\/p>\r\n<p dir=\"ltr\">Employees who develop reputations for being reliable, approachable, or knowledgeable may gradually become responsible for more informal work than their colleagues.<\/p>\r\n<p dir=\"ltr\">They\u2019re asked to help onboard new employees, review difficult assignments, resolve interpersonal disagreements, and answer questions that fall outside their official responsibilities.<\/p>\r\n<p dir=\"ltr\">Initially, these requests may seem minor.<\/p>\r\n<p dir=\"ltr\">But small requests accumulate.<\/p>\r\n<p dir=\"ltr\">An employee who spends several hours each week supporting colleagues has fewer hours available for the work against which their own performance is measured.<\/p>\r\n<p dir=\"ltr\">This creates a potentially frustrating situation: the organization benefits from the employee\u2019s willingness to help, but the employee may receive little acknowledgement for the time and effort involved.<\/p>\r\n<p dir=\"ltr\">In a widely discussed <a href=\"https:\/\/hbr.org\/2016\/01\/collaborative-overload\">Harvard Business Review article on collaborative overload<\/a>, researchers Rob Cross, Reb Rebele, and Adam Grant examined how demands for collaboration can become concentrated among a relatively small number of employees.<\/p>\r\n<p dir=\"ltr\">Their analysis highlighted how excessive requests for assistance can create bottlenecks, overwhelm highly sought-after colleagues, and interfere with individual productivity.<\/p>\r\n<p dir=\"ltr\">This is an important distinction for managers.<\/p>\r\n<p dir=\"ltr\">Encouraging collaboration is generally desirable, but relying too heavily on the same helpful employees can become counterproductive.<\/p>\r\n<p dir=\"ltr\">The solution isn\u2019t to discourage people from assisting their colleagues. It\u2019s to make sure the responsibility for collaboration is distributed fairly and that employees have sufficient time and resources to meet their own objectives.<\/p>\r\n<p dir=\"ltr\">A team shouldn\u2019t depend indefinitely on one person being willing to absorb everyone else\u2019s problems.<\/p>\r\n<h2 dir=\"ltr\"><span class=\"ez-toc-section\" id=\"Recognition_Reveals_What_an_Organization_Actually_Values\"><\/span>Recognition Reveals What an Organization Actually Values<span class=\"ez-toc-section-end\"><\/span><\/h2>\r\n<p dir=\"ltr\">Employees pay attention to which behaviors receive recognition. If managers consistently celebrate individual sales figures, employees may conclude that personal revenue generation matters more than supporting colleagues. Similarly, when promotions depend almost entirely on individual output, employees may become reluctant to spend time helping others.<\/p>\r\n<p dir=\"ltr\">This doesn\u2019t necessarily happen because employees are selfish. People respond to the expectations and incentives established by their working environment. Over time, recognition practices can influence which contributions employees prioritize.<\/p>\r\n<p dir=\"ltr\">Yet individual performance is only one measure of an employee\u2019s value. Teamwork, dependability, leadership, and peer recognition are among the categories explored by \u2060<a href=\"https:\/\/martinawards.com\/\">Martin Awards<\/a>, reflecting the different ways employees contribute to organizational success.<\/p>\r\n<p dir=\"ltr\">Consider a department that celebrates its highest-performing salesperson while overlooking the colleague who regularly helps newer representatives improve their conversations with customers. Both employees contribute to the department\u2019s performance, but only one may receive public acknowledgement.<\/p>\r\n<p dir=\"ltr\">For managers, the question is whether their recognition practices reflect the full range of contributions that make teams successful or primarily reward achievements that are easiest to measure.<\/p>\r\n<p dir=\"ltr\">Addressing this doesn\u2019t necessarily require elaborate recognition programmes. Sometimes it begins with managers becoming more deliberate about noticing who contributes to collective success.<\/p>\r\n<h2 dir=\"ltr\"><span class=\"ez-toc-section\" id=\"Why_Peer_Feedback_Can_Reveal_What_Managers_Miss\"><\/span>Why Peer Feedback Can Reveal What Managers Miss<span class=\"ez-toc-section-end\"><\/span><\/h2>\r\n<p dir=\"ltr\">Managers rarely observe every interaction within their teams.<\/p>\r\n<p dir=\"ltr\">They may attend formal meetings, review completed projects, and evaluate performance reports, but much of the cooperation that keeps work moving happens outside those settings.<\/p>\r\n<p dir=\"ltr\">Employees often have a more detailed understanding of how their colleagues contribute to everyday operations.<\/p>\r\n<p dir=\"ltr\">They know who answers difficult questions, shares useful resources, helps resolve misunderstandings, and remains dependable during demanding periods.<\/p>\r\n<p dir=\"ltr\">That makes peer feedback a potentially valuable source of information.<\/p>\r\n<p dir=\"ltr\">Research published by Gallup and Workhuman in 2024 examined the relationship between workplace recognition, feedback, and employee experiences.<\/p>\r\n<p dir=\"ltr\">Their report on building human-centered workplaces found that 46% of surveyed employees reported receiving recognition from peers at least a few times per month, compared with 38% who reported receiving recognition from managers that frequently.<\/p>\r\n<p dir=\"ltr\">The research also explored how meaningful feedback and recognition relate to employee engagement and workplace relationships.<\/p>\r\n<p dir=\"ltr\">These findings don\u2019t establish that peer recognition automatically improves organizational performance. However, they reinforce the importance of considering feedback from sources other than direct supervisors.<\/p>\r\n<p dir=\"ltr\">For leaders, the practical lesson is straightforward.<\/p>\r\n<p dir=\"ltr\">If you want to understand how employees contribute to a team, ask the people who work alongside them.<\/p>\r\n<p dir=\"ltr\">Peer feedback can reveal valuable behaviors that aren\u2019t immediately apparent in performance dashboards.<\/p>\r\n<p dir=\"ltr\">Of course, peer recognition needs thoughtful implementation. Popularity, personal relationships, and workplace politics can influence who receives praise.<\/p>\r\n<p dir=\"ltr\">That\u2019s why feedback should focus on specific contributions rather than vague impressions.<\/p>\r\n<p dir=\"ltr\">Instead of asking employees to nominate their favorite colleague, managers might ask:<\/p>\r\n<ul>\r\n<li dir=\"ltr\" aria-level=\"1\">\r\n<p dir=\"ltr\" role=\"presentation\">Who helped you overcome a difficult work-related challenge recently?<\/p>\r\n<\/li>\r\n<li dir=\"ltr\" aria-level=\"1\">\r\n<p dir=\"ltr\" role=\"presentation\">Who shared knowledge that made your work more effective?<\/p>\r\n<\/li>\r\n<li dir=\"ltr\" aria-level=\"1\">\r\n<p dir=\"ltr\" role=\"presentation\">Who contributed to a successful outcome without receiving much public acknowledgement?<\/p>\r\n<\/li>\r\n<li dir=\"ltr\" aria-level=\"1\">\r\n<p dir=\"ltr\" role=\"presentation\">What specific action did that person take, and why was it useful?<\/p>\r\n<\/li>\r\n<\/ul>\r\n<p dir=\"ltr\">Questions like these encourage employees to identify observable behaviors rather than simply naming people they like.<\/p>\r\n<h2 dir=\"ltr\"><span class=\"ez-toc-section\" id=\"The_Difference_Between_Collaboration_and_Constant_Availability\"><\/span>The Difference Between Collaboration and Constant Availability<span class=\"ez-toc-section-end\"><\/span><\/h2>\r\n<p dir=\"ltr\">One of the biggest mistakes leaders can make is assuming that helpful employees should always be available.<\/p>\r\n<p dir=\"ltr\">Collaboration requires time, attention, and energy.<\/p>\r\n<p dir=\"ltr\">An employee who is frequently interrupted may struggle to complete complex work, even when every interruption involves a legitimate request for assistance.<\/p>\r\n<p dir=\"ltr\">Over time, this can create tension between being a supportive colleague and meeting individual responsibilities.<\/p>\r\n<p dir=\"ltr\">Managers can address the problem by creating clearer expectations around collaborative work.<\/p>\r\n<p dir=\"ltr\">For example, teams might establish designated times for mentoring, develop shared knowledge resources, or rotate responsibility for answering common questions.<\/p>\r\n<p dir=\"ltr\">An organization that depends heavily on informal expertise might also benefit from documenting processes that currently exist only in the minds of a few experienced employees.<\/p>\r\n<p dir=\"ltr\">These adjustments can reduce unnecessary interruptions while preserving access to valuable knowledge.<\/p>\r\n<p dir=\"ltr\">They also help organizations avoid confusing constant availability with effective teamwork.<\/p>\r\n<p dir=\"ltr\">Someone who immediately responds to every request isn\u2019t necessarily contributing more than a colleague who helps establish systems that reduce the need for repeated assistance.<\/p>\r\n<p dir=\"ltr\">Both may be valuable, but their contributions look different.<\/p>\r\n<h2 dir=\"ltr\"><span class=\"ez-toc-section\" id=\"How_Leaders_Can_Make_Invisible_Work_More_Visible\"><\/span>How Leaders Can Make Invisible Work More Visible<span class=\"ez-toc-section-end\"><\/span><\/h2>\r\n<p dir=\"ltr\">Recognizing informal contributions doesn\u2019t require managers to track every conversation or introduce complicated new reporting systems.<\/p>\r\n<p dir=\"ltr\">In fact, excessive measurement could undermine the collaborative behavior leaders are trying to encourage.<\/p>\r\n<p dir=\"ltr\">A more practical approach is to incorporate questions about team contributions into existing management processes.<\/p>\r\n<h3 dir=\"ltr\"><span class=\"ez-toc-section\" id=\"Include_collaboration_in_performance_conversations\"><\/span>Include collaboration in performance conversations<span class=\"ez-toc-section-end\"><\/span><\/h3>\r\n<p dir=\"ltr\">Performance reviews can examine how employees contribute to the success of colleagues alongside their individual objectives.<\/p>\r\n<p dir=\"ltr\">This might involve discussing mentorship, knowledge sharing, problem-solving, or participation in cross-functional projects.<\/p>\r\n<p dir=\"ltr\">The important consideration is specificity.<\/p>\r\n<p dir=\"ltr\">An employee shouldn\u2019t receive a strong collaboration rating simply because they\u2019re friendly or well-liked. Managers should identify concrete examples of how their actions supported the team.<\/p>\r\n<h3 dir=\"ltr\"><span class=\"ez-toc-section\" id=\"Make_mentoring_an_acknowledged_responsibility\"><\/span>Make mentoring an acknowledged responsibility<span class=\"ez-toc-section-end\"><\/span><\/h3>\r\n<p dir=\"ltr\">Organizations often expect experienced employees to mentor newcomers without formally accounting for the time involved.<\/p>\r\n<p dir=\"ltr\">When mentoring is important to the business, it deserves appropriate recognition in workload planning and performance discussions.<\/p>\r\n<p dir=\"ltr\">Managers can establish clearer expectations, allocate time for mentoring activities, and evaluate whether those arrangements are working.<\/p>\r\n<p dir=\"ltr\">This also helps prevent informal mentoring responsibilities from falling disproportionately on a small number of employees.<\/p>\r\n<h3 dir=\"ltr\"><span class=\"ez-toc-section\" id=\"Recognize_contributions_without_encouraging_overwork\"><\/span>Recognize contributions without encouraging overwork<span class=\"ez-toc-section-end\"><\/span><\/h3>\r\n<p dir=\"ltr\">There\u2019s a difference between appreciating an employee who supports colleagues and celebrating someone who routinely sacrifices their own time to compensate for organizational problems.<\/p>\r\n<p dir=\"ltr\">Leaders should be careful not to reward unsustainable working patterns.<\/p>\r\n<p dir=\"ltr\">If an employee is repeatedly staying late to help others complete their responsibilities, the underlying issue may involve staffing, training, or workflow design.<\/p>\r\n<p dir=\"ltr\">Recognition alone won\u2019t resolve those problems.<\/p>\r\n<p dir=\"ltr\">In some situations, the most meaningful acknowledgement is adjusting workloads, providing additional resources, or distributing responsibilities more fairly.<\/p>\r\n<h3 dir=\"ltr\"><span class=\"ez-toc-section\" id=\"Ask_employees_what_recognition_means_to_them\"><\/span>Ask employees what recognition means to them<span class=\"ez-toc-section-end\"><\/span><\/h3>\r\n<p dir=\"ltr\">Not everyone wants public praise.<\/p>\r\n<p dir=\"ltr\">Some employees appreciate being acknowledged during team meetings, while others prefer a private conversation or an opportunity to take on a meaningful new responsibility.<\/p>\r\n<p dir=\"ltr\">Managers should avoid assuming that one form of recognition will be equally meaningful to everyone.<\/p>\r\n<p dir=\"ltr\">The goal is to communicate that a contribution has been noticed and valued, not to create a performance for the benefit of the wider organization.<\/p>\r\n<h2 dir=\"ltr\"><span class=\"ez-toc-section\" id=\"The_Risk_of_Rewarding_the_Wrong_Behaviors\"><\/span>The Risk of Rewarding the Wrong Behaviors<span class=\"ez-toc-section-end\"><\/span><\/h2>\r\n<p dir=\"ltr\">Recognition programmes can create unintended consequences when the criteria aren\u2019t carefully considered.<\/p>\r\n<p dir=\"ltr\">Imagine an organization that introduces an award for the employee who helps the most colleagues each month.<\/p>\r\n<p dir=\"ltr\">At first glance, the idea seems reasonable.<\/p>\r\n<p dir=\"ltr\">But employees might begin prioritizing visible acts of assistance over less noticeable work. Others may feel pressure to participate in unnecessary collaborations simply to demonstrate that they\u2019re being helpful.<\/p>\r\n<p dir=\"ltr\">Meanwhile, someone who develops a useful training resource that prevents dozens of recurring questions might receive less recognition than a colleague who answers those questions individually.<\/p>\r\n<p dir=\"ltr\">The first employee has reduced the team\u2019s dependence on repeated assistance. The second has demonstrated availability.<\/p>\r\n<p dir=\"ltr\">Which contribution is more valuable?<\/p>\r\n<p dir=\"ltr\">The answer depends on the circumstances, but the example illustrates why managers should avoid treating easily counted activities as perfect measures of impact.<\/p>\r\n<p dir=\"ltr\">Effective recognition requires judgement.<\/p>\r\n<p dir=\"ltr\">Leaders need to consider not only what employees did, but also whether their actions produced useful outcomes and supported the organization\u2019s broader objectives.<\/p>\r\n<p dir=\"ltr\">That requires a more thoughtful approach than simply counting tasks, meetings, or nominations.<\/p>\r\n<h2 dir=\"ltr\"><span class=\"ez-toc-section\" id=\"High-Performing_Teams_Depend_on_More_Than_High_Performers\"><\/span>High-Performing Teams Depend on More Than High Performers<span class=\"ez-toc-section-end\"><\/span><\/h2>\r\n<p dir=\"ltr\">Organizations need employees who deliver excellent individual results.<\/p>\r\n<p dir=\"ltr\">They also need people who share knowledge, support colleagues, identify problems early, and help create an environment where others can perform effectively.<\/p>\r\n<p dir=\"ltr\">These contributions aren\u2019t competing priorities.<\/p>\r\n<p dir=\"ltr\">A strong team benefits from both individual accountability and collective support.<\/p>\r\n<p dir=\"ltr\">The challenge for leaders is recognizing that not every valuable contribution appears in a dashboard.<\/p>\r\n<p dir=\"ltr\">Sometimes an employee\u2019s greatest impact is reflected in another person\u2019s improvement, a problem that never escalated, or a new colleague who became productive more quickly because someone took the time to help.<\/p>\r\n<p dir=\"ltr\">Those outcomes can be difficult to attribute to a single individual.<\/p>\r\n<p dir=\"ltr\">But difficulty measuring something doesn\u2019t make it unimportant.<\/p>\r\n<p dir=\"ltr\">Leaders who pay attention to the work happening between formal responsibilities may develop a more complete understanding of how their teams actually succeed.<\/p>\r\n<p dir=\"ltr\">And that understanding can influence everything from performance reviews and promotions to workload planning and leadership development.<\/p>\r\n<p dir=\"ltr\">The strongest teams aren\u2019t necessarily those with the largest collection of individual stars.<\/p>\r\n<p dir=\"ltr\">They\u2019re often the ones where employees have the knowledge, support, and working relationships needed to help one another succeed.<\/p>\r\n<div class=\"message-box relative dark\" style=\"padding-top:50px;padding-bottom:50px;\"><div class=\"message-box-bg-image bg-fill fill\" ><\/div><div class=\"message-box-bg-overlay bg-fill fill\" style=\"background-color:rgb(240, 240, 240);\"><\/div><div class=\"container relative\"><div class=\"inner last-reset\"> <div class=\"row align-middle align-center\"  id=\"row-1693830542\"> \n\t<div id=\"col-449084444\" class=\"col medium-9 small-12 large-9\"  >\n\t\t\t\t<div class=\"col-inner\"  >\n\t\t\t\n\t\t\t \t<div id=\"text-385739005\" class=\"text\">\n\t\t\r\n<p>Get the latest insights from ITD&#8217;s team of experts delivered to your inbox<\/p>\r\n\t\t\n<style>\n#text-385739005 {\n  font-size: 1.2rem;\n  text-align: center;\n  color: rgb(0,0,0);\n}\n#text-385739005 > * {\n  color: rgb(0,0,0);\n}\n<\/style>\n\t<\/div>\n\t \t\t<\/div>\n\t\t\t\t\t<\/div>\n\n\t \n\t<div id=\"col-1741634772\" class=\"col medium-2 small-12 large-2\"  >\n\t\t\t\t<div class=\"col-inner text-center\"  >\n\t\t\t\n\t\t\t <a href=\"https:\/\/itdworld.com\/subscribe-to-newsletter\/\" target=\"_self\" class=\"button secondary is-outline\"  style=\"border-radius:99px;\">\n    <span>SUBSCRIBE<\/span>\n  <\/a>\n \t\t<\/div>\n\t\t\t\t\t<\/div>\n\n\t <\/div> <\/div><\/div><\/div> \t<div id=\"gap-457469016\" class=\"gap-element clearfix\" style=\"display:block; height:auto;\">\n\t\t\n<style>\n#gap-457469016 {\n  padding-top: 30px;\n}\n<\/style>\n\t<\/div>\n\t","protected":false},"excerpt":{"rendered":"<p>Imagine two employees working in the same department. The first consistently exceeds their individual performance targets. Their accomplishments are easy to measure, their results appear prominently in monthly reports, and their manager frequently mentions them during team meetings. The second produces solid work but rarely tops the performance charts. However, they\u2019re also the person colleagues [&#8230;]\n","protected":false},"author":1,"featured_media":10477,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[22],"tags":[],"class_list":["post-16417","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-human-resources"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v25.3.1 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>The Invisible Work That Holds High-Performing Teams Together | ITD World<\/title>\n<meta name=\"description\" content=\"Learn why traditional metrics miss vital collaboration, and how leaders can support the invisible work that drives strong teams.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/itdworld.com\/blog\/human-resources\/the-invisible-work-that-holds-high-performing-teams-together\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"The Invisible Work That Holds High-Performing Teams Together | ITD World\" \/>\n<meta property=\"og:description\" content=\"Learn why traditional metrics miss vital collaboration, and how leaders can support the invisible work that drives strong teams.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/itdworld.com\/blog\/human-resources\/the-invisible-work-that-holds-high-performing-teams-together\/\" \/>\n<meta property=\"og:site_name\" content=\"ITD World\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/itdworldofficial\/\" \/>\n<meta property=\"article:published_time\" content=\"2025-10-24T01:25:59+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2026-10-24T01:34:01+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/itdworld.com\/blog\/wp-content\/uploads\/2025\/09\/person-centred-leadership.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"750\" \/>\n\t<meta property=\"og:image:height\" content=\"500\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Admin\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:creator\" content=\"@itdworldgroup\" \/>\n<meta name=\"twitter:site\" content=\"@itdworldgroup\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Admin\" \/>\n\t<meta name=\"twitter:label2\" content=\"Estimated reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"11 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\/\/itdworld.com\/blog\/human-resources\/the-invisible-work-that-holds-high-performing-teams-together\/#article\",\"isPartOf\":{\"@id\":\"https:\/\/itdworld.com\/blog\/human-resources\/the-invisible-work-that-holds-high-performing-teams-together\/\"},\"author\":{\"name\":\"Admin\",\"@id\":\"https:\/\/itdworld.com\/blog\/#\/schema\/person\/579948d38247d272779ad9d22f87c564\"},\"headline\":\"The Invisible Work That Holds High-Performing Teams Together\",\"datePublished\":\"2025-10-24T01:25:59+00:00\",\"dateModified\":\"2026-10-24T01:34:01+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\/\/itdworld.com\/blog\/human-resources\/the-invisible-work-that-holds-high-performing-teams-together\/\"},\"wordCount\":2340,\"publisher\":{\"@id\":\"https:\/\/itdworld.com\/blog\/#organization\"},\"image\":{\"@id\":\"https:\/\/itdworld.com\/blog\/human-resources\/the-invisible-work-that-holds-high-performing-teams-together\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/itdworld.com\/blog\/wp-content\/uploads\/2025\/09\/person-centred-leadership.jpg\",\"articleSection\":[\"HR Blog\"],\"inLanguage\":\"en-MY\"},{\"@type\":\"WebPage\",\"@id\":\"https:\/\/itdworld.com\/blog\/human-resources\/the-invisible-work-that-holds-high-performing-teams-together\/\",\"url\":\"https:\/\/itdworld.com\/blog\/human-resources\/the-invisible-work-that-holds-high-performing-teams-together\/\",\"name\":\"The Invisible Work That Holds High-Performing Teams Together | ITD World\",\"isPartOf\":{\"@id\":\"https:\/\/itdworld.com\/blog\/#website\"},\"primaryImageOfPage\":{\"@id\":\"https:\/\/itdworld.com\/blog\/human-resources\/the-invisible-work-that-holds-high-performing-teams-together\/#primaryimage\"},\"image\":{\"@id\":\"https:\/\/itdworld.com\/blog\/human-resources\/the-invisible-work-that-holds-high-performing-teams-together\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/itdworld.com\/blog\/wp-content\/uploads\/2025\/09\/person-centred-leadership.jpg\",\"datePublished\":\"2025-10-24T01:25:59+00:00\",\"dateModified\":\"2026-10-24T01:34:01+00:00\",\"description\":\"Learn why traditional metrics miss vital collaboration, and how leaders can support the invisible work that drives strong teams.\",\"breadcrumb\":{\"@id\":\"https:\/\/itdworld.com\/blog\/human-resources\/the-invisible-work-that-holds-high-performing-teams-together\/#breadcrumb\"},\"inLanguage\":\"en-MY\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\/\/itdworld.com\/blog\/human-resources\/the-invisible-work-that-holds-high-performing-teams-together\/\"]}]},{\"@type\":\"ImageObject\",\"inLanguage\":\"en-MY\",\"@id\":\"https:\/\/itdworld.com\/blog\/human-resources\/the-invisible-work-that-holds-high-performing-teams-together\/#primaryimage\",\"url\":\"https:\/\/itdworld.com\/blog\/wp-content\/uploads\/2025\/09\/person-centred-leadership.jpg\",\"contentUrl\":\"https:\/\/itdworld.com\/blog\/wp-content\/uploads\/2025\/09\/person-centred-leadership.jpg\",\"width\":750,\"height\":500,\"caption\":\"person-centred leadership\"},{\"@type\":\"BreadcrumbList\",\"@id\":\"https:\/\/itdworld.com\/blog\/human-resources\/the-invisible-work-that-holds-high-performing-teams-together\/#breadcrumb\",\"itemListElement\":[{\"@type\":\"ListItem\",\"position\":1,\"name\":\"Home\",\"item\":\"https:\/\/itdworld.com\/blog\/\"},{\"@type\":\"ListItem\",\"position\":2,\"name\":\"HR Blog\",\"item\":\"https:\/\/itdworld.com\/blog\/.\/human-resources\/\"},{\"@type\":\"ListItem\",\"position\":3,\"name\":\"The Invisible Work That Holds High-Performing Teams Together\"}]},{\"@type\":\"WebSite\",\"@id\":\"https:\/\/itdworld.com\/blog\/#website\",\"url\":\"https:\/\/itdworld.com\/blog\/\",\"name\":\"ITD World\",\"description\":\"Your Global Coaching &amp; Leadership Development Partner\",\"publisher\":{\"@id\":\"https:\/\/itdworld.com\/blog\/#organization\"},\"alternateName\":\"Institute of Training & Development\",\"potentialAction\":[{\"@type\":\"SearchAction\",\"target\":{\"@type\":\"EntryPoint\",\"urlTemplate\":\"https:\/\/itdworld.com\/blog\/?s={search_term_string}\"},\"query-input\":{\"@type\":\"PropertyValueSpecification\",\"valueRequired\":true,\"valueName\":\"search_term_string\"}}],\"inLanguage\":\"en-MY\"},{\"@type\":\"Organization\",\"@id\":\"https:\/\/itdworld.com\/blog\/#organization\",\"name\":\"ITD World\",\"alternateName\":\"Institute of Training & Development\",\"url\":\"https:\/\/itdworld.com\/blog\/\",\"logo\":{\"@type\":\"ImageObject\",\"inLanguage\":\"en-MY\",\"@id\":\"https:\/\/itdworld.com\/blog\/#\/schema\/logo\/image\/\",\"url\":\"https:\/\/itdworld.com\/blog\/wp-content\/uploads\/2023\/09\/footer-logo@2x.png\",\"contentUrl\":\"https:\/\/itdworld.com\/blog\/wp-content\/uploads\/2023\/09\/footer-logo@2x.png\",\"width\":196,\"height\":198,\"caption\":\"ITD World\"},\"image\":{\"@id\":\"https:\/\/itdworld.com\/blog\/#\/schema\/logo\/image\/\"},\"sameAs\":[\"https:\/\/www.facebook.com\/itdworldofficial\/\",\"https:\/\/x.com\/itdworldgroup\",\"https:\/\/www.instagram.com\/itdworld\/\",\"https:\/\/www.linkedin.com\/company\/itdworld\",\"https:\/\/myspace.com\/itdworld\",\"https:\/\/www.pinterest.com\/itdworldgroup\/\",\"https:\/\/www.youtube.com\/channel\/UCN7ZfTzXdaRZcPoUbmfmLQg\",\"https:\/\/apps.apple.com\/app\/id1477041728\",\"https:\/\/www.crunchbase.com\/organization\/itd-world\",\"https:\/\/www.google.com\/search?kgmid=\/g\/11p_109btv\",\"https:\/\/play.google.com\/store\/apps\/details?id=com.itdworld.letscoachapp.universalwebview\",\"https:\/\/www.jobstreet.com.my\/en\/companies\/439558-institute-of-training-n-development-itd\",\"https:\/\/www.wikidata.org\/wiki\/Q111077449\",\"https:\/\/www.google.com\/maps\/place\/ITD+WORLD+(HQ)\/@5.4271276,100.3213299,15z\/data=!4m5!3m4!1s0x0:0x208650c23afed79a!8m2!3d5.4271276!4d100.3213299\"]},{\"@type\":\"Person\",\"@id\":\"https:\/\/itdworld.com\/blog\/#\/schema\/person\/579948d38247d272779ad9d22f87c564\",\"name\":\"Admin\",\"image\":{\"@type\":\"ImageObject\",\"inLanguage\":\"en-MY\",\"@id\":\"https:\/\/itdworld.com\/blog\/#\/schema\/person\/image\/\",\"url\":\"https:\/\/secure.gravatar.com\/avatar\/98802ab3a26084131b2898493c66ecfb64f839bcd5bc1b0e6804c214db825df6?s=96&d=mm&r=g\",\"contentUrl\":\"https:\/\/secure.gravatar.com\/avatar\/98802ab3a26084131b2898493c66ecfb64f839bcd5bc1b0e6804c214db825df6?s=96&d=mm&r=g\",\"caption\":\"Admin\"},\"sameAs\":[\"https:\/\/itdworld.com\/blog\"],\"url\":\"https:\/\/itdworld.com\/blog\/author\/itdworldgroup\/\"}]}<\/script>\n<!-- \/ Yoast SEO plugin. -->","yoast_head_json":{"title":"The Invisible Work That Holds High-Performing Teams Together | ITD World","description":"Learn why traditional metrics miss vital collaboration, and how leaders can support the invisible work that drives strong teams.","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"https:\/\/itdworld.com\/blog\/human-resources\/the-invisible-work-that-holds-high-performing-teams-together\/","og_locale":"en_US","og_type":"article","og_title":"The Invisible Work That Holds High-Performing Teams Together | ITD World","og_description":"Learn why traditional metrics miss vital collaboration, and how leaders can support the invisible work that drives strong teams.","og_url":"https:\/\/itdworld.com\/blog\/human-resources\/the-invisible-work-that-holds-high-performing-teams-together\/","og_site_name":"ITD World","article_publisher":"https:\/\/www.facebook.com\/itdworldofficial\/","article_published_time":"2025-10-24T01:25:59+00:00","article_modified_time":"2026-10-24T01:34:01+00:00","og_image":[{"width":750,"height":500,"url":"https:\/\/itdworld.com\/blog\/wp-content\/uploads\/2025\/09\/person-centred-leadership.jpg","type":"image\/jpeg"}],"author":"Admin","twitter_card":"summary_large_image","twitter_creator":"@itdworldgroup","twitter_site":"@itdworldgroup","twitter_misc":{"Written by":"Admin","Estimated reading time":"11 minutes"},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":"Article","@id":"https:\/\/itdworld.com\/blog\/human-resources\/the-invisible-work-that-holds-high-performing-teams-together\/#article","isPartOf":{"@id":"https:\/\/itdworld.com\/blog\/human-resources\/the-invisible-work-that-holds-high-performing-teams-together\/"},"author":{"name":"Admin","@id":"https:\/\/itdworld.com\/blog\/#\/schema\/person\/579948d38247d272779ad9d22f87c564"},"headline":"The Invisible Work That Holds High-Performing Teams Together","datePublished":"2025-10-24T01:25:59+00:00","dateModified":"2026-10-24T01:34:01+00:00","mainEntityOfPage":{"@id":"https:\/\/itdworld.com\/blog\/human-resources\/the-invisible-work-that-holds-high-performing-teams-together\/"},"wordCount":2340,"publisher":{"@id":"https:\/\/itdworld.com\/blog\/#organization"},"image":{"@id":"https:\/\/itdworld.com\/blog\/human-resources\/the-invisible-work-that-holds-high-performing-teams-together\/#primaryimage"},"thumbnailUrl":"https:\/\/itdworld.com\/blog\/wp-content\/uploads\/2025\/09\/person-centred-leadership.jpg","articleSection":["HR Blog"],"inLanguage":"en-MY"},{"@type":"WebPage","@id":"https:\/\/itdworld.com\/blog\/human-resources\/the-invisible-work-that-holds-high-performing-teams-together\/","url":"https:\/\/itdworld.com\/blog\/human-resources\/the-invisible-work-that-holds-high-performing-teams-together\/","name":"The Invisible Work That Holds High-Performing Teams Together | ITD World","isPartOf":{"@id":"https:\/\/itdworld.com\/blog\/#website"},"primaryImageOfPage":{"@id":"https:\/\/itdworld.com\/blog\/human-resources\/the-invisible-work-that-holds-high-performing-teams-together\/#primaryimage"},"image":{"@id":"https:\/\/itdworld.com\/blog\/human-resources\/the-invisible-work-that-holds-high-performing-teams-together\/#primaryimage"},"thumbnailUrl":"https:\/\/itdworld.com\/blog\/wp-content\/uploads\/2025\/09\/person-centred-leadership.jpg","datePublished":"2025-10-24T01:25:59+00:00","dateModified":"2026-10-24T01:34:01+00:00","description":"Learn why traditional metrics miss vital collaboration, and how leaders can support the invisible work that drives strong teams.","breadcrumb":{"@id":"https:\/\/itdworld.com\/blog\/human-resources\/the-invisible-work-that-holds-high-performing-teams-together\/#breadcrumb"},"inLanguage":"en-MY","potentialAction":[{"@type":"ReadAction","target":["https:\/\/itdworld.com\/blog\/human-resources\/the-invisible-work-that-holds-high-performing-teams-together\/"]}]},{"@type":"ImageObject","inLanguage":"en-MY","@id":"https:\/\/itdworld.com\/blog\/human-resources\/the-invisible-work-that-holds-high-performing-teams-together\/#primaryimage","url":"https:\/\/itdworld.com\/blog\/wp-content\/uploads\/2025\/09\/person-centred-leadership.jpg","contentUrl":"https:\/\/itdworld.com\/blog\/wp-content\/uploads\/2025\/09\/person-centred-leadership.jpg","width":750,"height":500,"caption":"person-centred leadership"},{"@type":"BreadcrumbList","@id":"https:\/\/itdworld.com\/blog\/human-resources\/the-invisible-work-that-holds-high-performing-teams-together\/#breadcrumb","itemListElement":[{"@type":"ListItem","position":1,"name":"Home","item":"https:\/\/itdworld.com\/blog\/"},{"@type":"ListItem","position":2,"name":"HR Blog","item":"https:\/\/itdworld.com\/blog\/.\/human-resources\/"},{"@type":"ListItem","position":3,"name":"The Invisible Work That Holds High-Performing Teams Together"}]},{"@type":"WebSite","@id":"https:\/\/itdworld.com\/blog\/#website","url":"https:\/\/itdworld.com\/blog\/","name":"ITD World","description":"Your Global Coaching &amp; Leadership Development Partner","publisher":{"@id":"https:\/\/itdworld.com\/blog\/#organization"},"alternateName":"Institute of Training & Development","potentialAction":[{"@type":"SearchAction","target":{"@type":"EntryPoint","urlTemplate":"https:\/\/itdworld.com\/blog\/?s={search_term_string}"},"query-input":{"@type":"PropertyValueSpecification","valueRequired":true,"valueName":"search_term_string"}}],"inLanguage":"en-MY"},{"@type":"Organization","@id":"https:\/\/itdworld.com\/blog\/#organization","name":"ITD World","alternateName":"Institute of Training & Development","url":"https:\/\/itdworld.com\/blog\/","logo":{"@type":"ImageObject","inLanguage":"en-MY","@id":"https:\/\/itdworld.com\/blog\/#\/schema\/logo\/image\/","url":"https:\/\/itdworld.com\/blog\/wp-content\/uploads\/2023\/09\/footer-logo@2x.png","contentUrl":"https:\/\/itdworld.com\/blog\/wp-content\/uploads\/2023\/09\/footer-logo@2x.png","width":196,"height":198,"caption":"ITD World"},"image":{"@id":"https:\/\/itdworld.com\/blog\/#\/schema\/logo\/image\/"},"sameAs":["https:\/\/www.facebook.com\/itdworldofficial\/","https:\/\/x.com\/itdworldgroup","https:\/\/www.instagram.com\/itdworld\/","https:\/\/www.linkedin.com\/company\/itdworld","https:\/\/myspace.com\/itdworld","https:\/\/www.pinterest.com\/itdworldgroup\/","https:\/\/www.youtube.com\/channel\/UCN7ZfTzXdaRZcPoUbmfmLQg","https:\/\/apps.apple.com\/app\/id1477041728","https:\/\/www.crunchbase.com\/organization\/itd-world","https:\/\/www.google.com\/search?kgmid=\/g\/11p_109btv","https:\/\/play.google.com\/store\/apps\/details?id=com.itdworld.letscoachapp.universalwebview","https:\/\/www.jobstreet.com.my\/en\/companies\/439558-institute-of-training-n-development-itd","https:\/\/www.wikidata.org\/wiki\/Q111077449","https:\/\/www.google.com\/maps\/place\/ITD+WORLD+(HQ)\/@5.4271276,100.3213299,15z\/data=!4m5!3m4!1s0x0:0x208650c23afed79a!8m2!3d5.4271276!4d100.3213299"]},{"@type":"Person","@id":"https:\/\/itdworld.com\/blog\/#\/schema\/person\/579948d38247d272779ad9d22f87c564","name":"Admin","image":{"@type":"ImageObject","inLanguage":"en-MY","@id":"https:\/\/itdworld.com\/blog\/#\/schema\/person\/image\/","url":"https:\/\/secure.gravatar.com\/avatar\/98802ab3a26084131b2898493c66ecfb64f839bcd5bc1b0e6804c214db825df6?s=96&d=mm&r=g","contentUrl":"https:\/\/secure.gravatar.com\/avatar\/98802ab3a26084131b2898493c66ecfb64f839bcd5bc1b0e6804c214db825df6?s=96&d=mm&r=g","caption":"Admin"},"sameAs":["https:\/\/itdworld.com\/blog"],"url":"https:\/\/itdworld.com\/blog\/author\/itdworldgroup\/"}]}},"_links":{"self":[{"href":"https:\/\/itdworld.com\/blog\/wp-json\/wp\/v2\/posts\/16417","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/itdworld.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/itdworld.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/itdworld.com\/blog\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/itdworld.com\/blog\/wp-json\/wp\/v2\/comments?post=16417"}],"version-history":[{"count":5,"href":"https:\/\/itdworld.com\/blog\/wp-json\/wp\/v2\/posts\/16417\/revisions"}],"predecessor-version":[{"id":16422,"href":"https:\/\/itdworld.com\/blog\/wp-json\/wp\/v2\/posts\/16417\/revisions\/16422"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/itdworld.com\/blog\/wp-json\/wp\/v2\/media\/10477"}],"wp:attachment":[{"href":"https:\/\/itdworld.com\/blog\/wp-json\/wp\/v2\/media?parent=16417"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/itdworld.com\/blog\/wp-json\/wp\/v2\/categories?post=16417"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/itdworld.com\/blog\/wp-json\/wp\/v2\/tags?post=16417"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}