How To Create A Collaborative Business Environment

Whether you’re the CEO of a small business or a department head of a large corporation, fostering a sense of collaboration amongst team members is critical to success.

Every employee possesses their own set of strengths, even among members of the same workgroup. Being able to leverage these strengths for the betterment of the company is something that separates great managers from the rest of the pack.

When done correctly, the company can enjoy enhanced productivity and efficiency from their labor force, and your subordinates will feel appreciated and fulfilled.

That said, implementing collaborative strategies is easier said than done.

Here Are Six Prime Steps To Create A Collaborative Business Environment

If it’s your first time handling a large department, or if the team’s morale is taking off in another direction, don’t worry. Here are some neat tricks you can implement to create a more collaborative business environment.

1) Define The Overarching Goal

The first step to creating a collaborative environment is to establish a clear goal for the team.

Transparency of the department goals and company goals provides your team with a framework of expectations. More specifically, it allows members to understand their role’s significance and how their output fits into the bigger picture.

When people know the impact of their contributions, they’ll feel more motivated and committed to accomplishing their deadlines. This cycle can feed off itself too; as more members produce excellent work, it can inspire the rest of the team to step up their game too.

Establishing (or realigning) company goals can be done in an in-house meeting. If your team is starting to express resentment or negative feelings over their jobs, you can use this opportunity to open up discourse and steer them toward a more appropriate direction.

2) Harness Individual Strengths

While the team you’re heading has deliverables to accomplish, it’s important to keep in mind a person’s strengths and limitations too.

Being able to properly allocate tasks based on strengths is what a competent manager can do best. If someone excels at graphic design, for instance, let them have responsibility for visuals-related tasks.

On the other hand, it’s best to leave coding duties to developers and not give them jobs that aren’t within their scope. For example, customer relations.

Hard skills aren’t the only thing you should take into account. As a manager, you should be acutely aware of your subordinates’ soft skills too.

For instance, if a team member is an empathetic communicator, you can entrust them with tasks that involve customer or client outreach. If another member is good at negotiations, let them be the one to liaise with vendors.

By utilizing your teammates’ strengths, you allow them to shine in things that they’re naturally good at, which makes them feel more accomplished in their roles.

3) Use Collaborative Technology and Tools

With the accelerating advancement of technology, there is a load of new tools and software you can leverage to improve communication and collaboration across team members.

For instance, rather than relying on private SMS to get in touch with someone, messaging apps like Slack can be used to quickly disseminate information to team members regardless of their present location.

Similarly, project management tools like monday.com and Trello can be used to track tasks and workflow among each member. These tools also come with added features like a deadline tracker and color coding to streamline tasks and make everything look more visually pleasing.

The SaaS world is brimming with collaborative technology you can utilize, among a whole host of other tools. No matter your industry or your skillset, these tools can be extremely advantageous for the tech-savvy workplace.

4) Provide Constructive Criticism

If a team member is currently struggling with a particular task, don’t berate them for underperforming. You’ll just end up severing their trust in you and have them feel like they can’t be honest with their mistakes.

Instead, gently provide them with actionable feedback. Constructive criticism is a great way to help people understand their mistakes without belittling them.

While feedback is a common expectation in the workplace, as a manager, it’s also important to inform members whether their collaboration skills are not meeting the standard expected of them.

For instance, if a member fails to update their teammates on certain revisions they’ve made to a project, you can bring that issue up in a feedback session.

Giving feedback sounds simple enough, but the effects of it are tremendous. As such, don’t be afraid to provide honest thoughts on your team members.

5) Incentivise The Team With Rewards

Knowing the common company goal is one thing, actively pursuing it is a whole different story.

While your teammates are certainly getting things done during company hours, there may be times when they slack off and slow down.

If you find your department’s progress entering a lull stage, jumpstart their interest by incentivizing them with rewards.

For example, you can motivate the team by offering them the privilege of working from home if they fulfill their quotas. Alternatively, you can host an all-expense paid company lunch from Gathar or other local catering services if everyone meets their deadlines.

By giving rewards, you’re not only giving your team a newfound burst of motivation, but you’re also helping them recognize the tasks that you (and the company, as an extension) deem important.

6) Lead by Example

As a manager or business owner, your behavior is under constant scrutiny by your staff.

If they see that you’re never late for meetings, treat others with respect, and trust your workforce, they’ll naturally emulate the same behavior. Conversely, if you’re always late, rude to your colleagues, and micromanaging team members, don’t expect your employees to have a positive attitude.

Leading by example can be an incredibly potent way to create a positive work environment and inspire your team to perform better. Your leadership style can shape the company culture in big ways, so make sure that you emulate the same standard of excellence you want your employees to uphold.

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