Collaboration and culture trump competition in the workplace

Aug 3, 2023 3:47:24 PM

Leaders who are supportive, encouraging and actively seek to build collaborative relationships can create a culture of engagement, productivity and trust that is beneficial to employer and employees alike, writes Gontse Madumo

By Gontse Madumo

This is underlined by the Harvard Business Review (2019), which found that a high sense of belonging increased job performance by 56%, reduced turnover risk by 50% and contributed to a 75% reduction in absenteeism due to sickness.

Notably, one the most important developments of our time is the rise of collaboration over competition. Employees who trust and respect one another are more likely to work effectively and contribute their best ideas. This leads to better decision-making and more successful outcomes for the company.

Culture fit and the “whole self”

Many organisations preach the “come as you are” approach, suggesting that people bring their “whole selves” to work. However, the lived experience can be different when an individual’s whole self doesn’t fit in. Organisations have a responsibility to recruit for a culture fit. While risks can be taken on certain elements of the job, they should not be taken on culture fit.

Once employees have been recruited for their culture fit, employers should prioritise opportunities for teams to get to know each other outside of the work environment to foster trust and respect. Activities such as team building encourage open communication and collaboration.

Having a culture of respect and recognition also aids in building strong work relationships, as employees who feel appreciated for their contributions are more inclined to support one another.

Importantly, work relationships are inextricably linked to employees’ work ethic. As a set of values, attitudes and principles that inform an individual’s approach to work, work ethic encompasses productivity, punctuality, professionalism, accountability, integrity and honesty.

Employees with a strong work ethic are more likely to have effective and beneficial working relationships with their colleagues. Their ability to demonstrate commitment to their work amplifies the respect and trust they receive from others.

Tackle conflict before it escalates

Disputes, conflict and disagreements are not uncommon in the workplace. Employers who understand the value of healthy work environments know that burying their heads in the sand when conflict arises is unlikely to lead to productive workplaces.

The first step towards resolution is clear and effective communication. Bringing one perspective, while listening and trying to understand someone’s else’s perspective can lead to finding common ground.

Employees should also be open to following the internal mechanisms available to resolving conflict, whether it means engaging with their line managers or approaching the HR department. It is important to lead with facts even though issues tend to be emotional.

Nurturing workplace friendships

The beauty of work friendships is that people meet on an equal footing. Their employment in the organisation means they are regarded as the best people for the job. This provides a level of comfort as it indicates that each person is deemed professional, ethical and reliable – all factors that add great value to a friendship.

Healthy relationships are beneficial to the organisation as they lead to increased job satisfaction, improved mental health and positive experiences for employees.

People who “have one’s back” in an office setting can also promote personal growth, especially if they are able to provide constructive feedback. Everyone has blind spots and having someone who takes the time to help identify these can have a positive impact.

Remote work and relationships

Remote work environments have multiple advantages such as increased flexibility and cost savings, but there are challenges too. The potential for disconnection and isolation from one’s colleagues is particularly concerning.

As organisations continue to embrace remote and hybrid work, it is more important than ever to ensure that team members remain connected, motivated and productive.

This means regular check-ins and fostering an environment of collaboration to ensure remote team members remain engaged and connected with their colleagues and the broader organisation. Hybrid and remote workers should also be encouraged to participate in virtual or in-person (where possible) lunch meetings, team building and other organisation-wide initiatives.

Ultimately, whether employees spend all their time in the office or work remotely, good work relationships lead to greater job satisfaction. When employees feel supported and valued by their co-workers and leaders, they enjoy their work more and are less likely to experience stress or burnout and this translates into a happier, healthier and more productive workforce.

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