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4 ways to encourage better teamwork in your business

01 Feb 2022
In a teamwork culture, team members work collaboratively to further their team’s objectives, perhaps even placing these objectives ahead of their own individual goals. Organisations where employees work alone or in silos will arguably become less productive over time compared to organisations that encourage teamwork.

The message should come from the top, with your Senior leadership team communicating the clear expectation that teamwork and collaboration are expected. However, there are some key issues which should be dealt with as a team leader or line manager, in order to maintain a positive teamwork culture. We’ve highlighted 4 ways that you can encourage better teamwork, based on both our experience of working with organisations on their employee engagement and leadership development strategies and by looking at trends within the employee surveys that we’ve conducted for our clients.

Leaders are only as good as their teams (and vice versa!)

As a leader or manager, you are setting the tone for the rest of the employees in the workplace and your positive attitude and energy will help to motivate and inspire your team. There is lots of good advice out there on how to be a good team leader but I’ll highlight a couple of issues that often come up in our clients’ survey results.

  1. Try to adopt a coaching approach rather than a ‘do as I do’ attitude, allowing team members to demonstrate what they can do without constant interference. Giving clear instruction without micro-managing will prove to your team members that you believe in their abilities and efforts.
  2. Consistency is key when it comes to managing your team. It’s impossible to build trust amongst your team is there’s perceived favouritism. Make sure team members feel they are treated fairly and equally, and take care not to exclude anyone from group decisions or activities. It seems obvious, but conduct team meetings on a regular basis and allow your team members the opportunity to volunteer or get involved with special projects or tasks.

Encourage open communication

Encouraging a culture of open communication will help develop great teamwork and will undoubtedly have a positive on your team’s overall performance. Communication is often an area which scores poorly in the Employee Surveys we conduct. In our experience, many employees often feel that they aren’t being listened to, whether it’s by their immediate managers or the senior leadership team. Your team should be confident in sharing their ideas, points of view, and feelings and not be afraid of doing so.

Let employees know their contribution is valued by introducing rewards for feedback and suggestions. Encouraging contributions from teams rather than individuals will help get team members working together more closely so make sure you offer rewards for collaborative efforts as much as recognising individual contributions and achievements.

Define and share responsibilities

The more clearly you define your team members’ roles and responsibilities, the more effectively they can meet expectations. The team as a whole, as well as individual team members, must have clearly defined responsibilities and objectives in order to focus their efforts. Your team should be encouraged to recognise each other’s role on the team, helping one another when needed. No one completely owns a work area or process all by themselves. As a manager, make sure your team members have opportunities to cross-train others in the team so that the team’s contribution to the business and service to customers is reliable and consistent. This inspirational quote sums up the point perfectly: “The strength of the team is each individual member. The strength of each member is the team.” (Phil Jackson)

Resolve Conflicts

You spend many hours of your life at work, so getting along with your colleagues is very important. Conflict and ‘politics’ amongst team members is a major cause of stress at work. For example, our clients surveys have revealed instances such as team members arguing in public, others giving each other the silent treatment and where one person was left to do all the work while their team members allegedly ‘slacked off’. As a manager or team leader you’ll need to make sure that any tension is resolved as quickly as possible to prevent long-term damage to your team dynamic. Put in place a clear process for employees to raise and resolve issues, so they know they are being listened to, taken seriously and that issues will be dealt with fairly. Teams which include people that do not get along with one another will quickly collapse, become inefficient and unproductive.

 

Team up with INSPIRING…

At INSPIRING, we’ve helped thousands of organisations with Employee Engagement issues over the last 15 years and we’d be happy to share our experience with you. We are also an approved CMI centre providing leadership and management training at different levels with the option of CMI qualifications.

Call us on 0800 612 3098 to find out more or email info@inspiring.uk.com or get in touch using the form.