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Don't be shy if your employees are engaged

admin March 21, 2023

Many bosses are afraid of the prospect of employees playing close as friends, and one person leaving can drag the whole team. But in reality, if you understand how an office friendship works, you can both retain and boost their performance.

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In any environment, people become more secure with teammates - feel trusted and trusted. That's why your employees love finding people with common interests, interests, and personalities in the workplace. Understanding this is a difficult behavior to change, and knowing how to turn it into a strength, managers can even motivate employees to work effectively.

1. Create a “guideline”

Teams that perform well are those that share a common direction, goals, and mission that they love and believe in. By knowing what they're working towards, team members are energized, inspired, and engaged. A little challenging to motivate, but not too hard to discourage people, and of course, must be what the members want.  For example, the recognition others see (acknowledgements, rewards and promotions) or self-satisfaction.

Imagine you send a team on a business trip, working directly at the partner's company, but without specifying what the actual goal for them is, and for how long. A change in the working environment that does not come with guarantees will make that group feel like the "stepchild" of the company, lose connection with the team and lack confidence in leadership. Worse still, when they returned they did not receive any recognition or honor from the leadership for that "seconded" time. You will see how soon that group disbands.

Conversely, if you give a group (formal or simply closely related) a project and ask them to work together with clear goals and rewards, you will find people who know  how to concede and push each other forward.

Don't be shy if your employees are engaged

2. Create harmony

Strong groups are often those with a diverse and balanced mix. They may not be the team with the highest points of ability and expertise on each individual, but each has a different strength, helping to offset and balance. Diversity in knowledge, opinion, gender, age, even race can help groups become more creative and avoid one-sided thinking, providing balance and understanding.

You can see the perfect example in the movie “The Squid Game”: in the challenge of a game of tug-of-war, even though the team is weak because there are both old people and many women, like the main character Gi-  hun still wins the opponent thanks to the understanding and consensus on the strategy.

Thus, a strong group is one that can respect differences, highlight the strengths of each individual to compensate for the weaknesses of other individuals, and maintain unity in difficult situations. And friendship is the great glue to build that trust and solidarity.

3. Keep the right number of personnel

You have a very successful team, and you want to double or triple the team's personnel as well as pour more capital and projects for them. But the increase in scale comes with increased costs, on the other hand, it also dilutes the ability to communicate, bond and commit among members. Teams that become bloated are not necessarily more effective.

Instead, add members only when absolutely necessary, and instead of expanding members, replicate the model, the secret of making that group successful to other groups. On the other hand, also respect the diversity and characteristics of other groups instead of "photocopying" the entire model of the successful group.

4. Allow experimentation

Sometimes the best model, great project, or flagship product is born from the idea of ​​a small group of people who trust each other and share a common interest in innovation. They team up based on the desire to create more effective innovation, not stop at the assigned tasks. The first thing they need is the permission and facilitation of the leader. Then there is the investment of capital, time ... when the idea develops into its own project.

Leadership permission can make teams more motivated. Being responsible for the work they love from start to finish, receiving evaluation from leaders, being autonomous in promoting and operating projects, it is also easy for members to build deep friendships more when forced to rely on each other.

5. Ensure fairness

Nothing kills a friendship, a collective better than suspicion. So if you want your team to function and thrive in the long run, make sure your team members are given fair and deserving recognition. It's about rewards.

And it's best not to use punishment to pit members against each other. That is the premise for all manifestations of a group that is about to break up: hiding information, avoiding responsibility, blaming each other...

6. Encourage cooperation, sharing, support

It will take a lot of time and challenges to cooperate, share and support for employees to build a natural friendship in the workplace. But if the company culture facilitates, even creates group activities, official competitions to encourage people to share and support each other, then the friendship between members and the team will develop quickly.  furthermore.

After all, shared knowledge is the foundation of effective collaboration;  it gives the group a common frame of reference, allowing members to have a common view in difficult situations and agree to make a rational decision.

Make it clear to team members that each person is contributing the necessary skills and that everyone depends on the other for success. Shared stories and experiences as well as reference data will be rewarded.

In the past, you might have been annoyed to see employees engrossed in gossip instead of focusing on work, or preferring to hang out in small groups instead of participating in group activities. But by now, you've probably seen the possibility of building potentially strong teams from friendships at work.

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