Why firms must build strong work relations
Feb 21, 2011
HAVE you ever reached your workplace and greeted a colleague and she/he pretended not to have heard you? Or are you this person who thinks that as long as you do your work well, nothing else matters?
HR Insight with Paula Kyabaggu MuKama
HAVE you ever reached your workplace and greeted a colleague and she/he pretended not to have heard you? Or are you this person who thinks that as long as you do your work well, nothing else matters?
These are some of the reasons organisations, need to appreciate that issues like performance, productivity and profit cannot be divorced from how employees relate with each other at the workplace.
How can organisations encourage positive workplace relations and benefit from improved performance and productivity, one may be tempted to ask? Some of the ways an employee or company can attain this include the following:
Respect. What can you do to show your colleagues you respect them? Talking about their qualities is a great start. For instance, you could tell a colleague: “Your team spirit really shone through today when you supported me in the meeting.â€
Appreciation. How do you show your colleagues that you appreciate what they do? Do you tell them? What else do you do to acknowledge the positive things being achieved by others? Often in the workplace focus is placed on the negatives. But if we show more appreciation for the many positives, workers will be more inclined to strive towards their full potential and, hence boosting work morale.
Independence. What choices do you have in how you do your work? How much choice do you offer others at work?
When we provide choices, we are supporting others by giving them some power and independence in how they complete tasks. This enhances relationships and can lead to improved workplace functioning and productivity.
Responsibility. Do you know your responsibilities and how to meet them? How do you encourage responsibility in others? How do you avoid going into the ‘control mode’ when responsibilities are not being met? Adults do not like to be told what to do. So, how do you encourage responsibility without the ‘telling?’
Listening. How can you listen ‘deeply’ to your colleagues?
Will you take more time to ask them questions that open up conversation to know their opinions? Three simple words; “Tell me moreâ€, can encourage the person to open up.
Understanding. Do you really listen to understand your colleagues? Do you know who they really are and how they feel? This is something that is easy to ignore in a hectic and busy workplace.
If you take the time to know more about staff outside of work you will get to know more about them as human beings, rather than just seeing what they do at work.
Support. What support do you have in your workplace? How do you show support to other colleagues? What are you doing to promote a culture of cooperation at work?
When staff feel supported they are more likely to take on new challenges and productivity can improve.
Organisations and employees who base staff relations on some of the above can build much more connected workplaces and reap the resulting benefits in better performance, productivity and profit.
Email: eresources@consultant.com
HAVE you ever reached your workplace and greeted a colleague and she/he pretended not to have heard you? Or are you this person who thinks that as long as you do your work well, nothing else matters?
These are some of the reasons organisations, need to appreciate that issues like performance, productivity and profit cannot be divorced from how employees relate with each other at the workplace.
How can organisations encourage positive workplace relations and benefit from improved performance and productivity, one may be tempted to ask? Some of the ways an employee or company can attain this include the following:
Respect. What can you do to show your colleagues you respect them? Talking about their qualities is a great start. For instance, you could tell a colleague: “Your team spirit really shone through today when you supported me in the meeting.â€
Appreciation. How do you show your colleagues that you appreciate what they do? Do you tell them? What else do you do to acknowledge the positive things being achieved by others? Often in the workplace focus is placed on the negatives. But if we show more appreciation for the many positives, workers will be more inclined to strive towards their full potential and, hence boosting work morale.
Independence. What choices do you have in how you do your work? How much choice do you offer others at work?
When we provide choices, we are supporting others by giving them some power and independence in how they complete tasks. This enhances relationships and can lead to improved workplace functioning and productivity.
Responsibility. Do you know your responsibilities and how to meet them? How do you encourage responsibility in others? How do you avoid going into the ‘control mode’ when responsibilities are not being met? Adults do not like to be told what to do. So, how do you encourage responsibility without the ‘telling?’
Listening. How can you listen ‘deeply’ to your colleagues?
Will you take more time to ask them questions that open up conversation to know their opinions? Three simple words; “Tell me moreâ€, can encourage the person to open up.
Understanding. Do you really listen to understand your colleagues? Do you know who they really are and how they feel? This is something that is easy to ignore in a hectic and busy workplace.
If you take the time to know more about staff outside of work you will get to know more about them as human beings, rather than just seeing what they do at work.
Support. What support do you have in your workplace? How do you show support to other colleagues? What are you doing to promote a culture of cooperation at work?
When staff feel supported they are more likely to take on new challenges and productivity can improve.
Organisations and employees who base staff relations on some of the above can build much more connected workplaces and reap the resulting benefits in better performance, productivity and profit.
Email: eresources@consultant.com