Team building is one of the most important areas of work for a company that wants to succeed. Staff recruitment is a very responsible mission. The purpose of team building is to minimize the reserve of unrealized opportunities, which are due to mismatches in the personal qualities or work abilities of the company's employees. Today we will just touch on a similar topic and talk about conflicts in the women's team. Of course, in every enterprise there are misunderstandings between colleagues, but everything possible must be done to minimize them.
Myth or reality
Is there a friendly female team? No, unfortunately, this is more fiction than reality. No matter how pleasant a girl is individually, when she joins a team, inexplicable metamorphoses often happen to her. For example, in ordinary life she does not like to gossip and condemn other people, but at work she begins to slander her unloved colleagues with pleasure. This phenomenon is considered to be very common.
As a rule, there are several people in the team who are the instigators of condemnation and gossip. But what do they look like? Most often, these are middle-aged women who have worked at this enterprise for a long time, and therefore consider themselves well-versed in all matters. Outwardly, they are usually strict and self-confident.
If we “dig” deeper, we will see that the life of these women is rather boring, they are tired of work, and there are more than enough problems with their husband or children, as they say. It is because of these troubles that they entertain themselves as best they can, creating conflicts in the team. It is very important not to fall under their influence. Once in the "friendly" women's team, you will immediately see them. After all, they will actively introduce you to everyone, and without any hesitation, telling all the ins and outs of the one to whom you have just been introduced. These ladies have probably already told everyone about you, so you should not be frank with them.
Rules of survival for a woman in such a society
You can adopt all the habits of the team (or at least pretend to). But such actions may not bring success. Often, newcomers try to fit into the team, making one of the most common mistakes: they change their beliefs, gain the respect of colleagues, but cease to respect themselves. Better, of course, not to do so. Psychologists recommend to behave as follows:
What to do?
Try to find golden mean. In any team, you can find both pluses and minuses. So pay more attention to the advantages and do not dwell on the shortcomings. Then it will be easier for you to be in a team, and work will begin to bring pleasure. Always respect yourself and others and do not get involved in dirty intrigues.
Female friendly team and a man
At first glance, it may seem that one guy who works among girls and women has ended up in a real paradise. But not everything is so simple, because there are a lot of "pitfalls". A friendly women's team is not paradise at all, but rather the opposite. It is sometimes not very easy for a man to work in such a “flower garden”. But let's talk about everything in order.
Very often, a man in a women's team feels uncomfortable, as girls can either simply ignore him or make a common enemy out of a guy.
How to be? How to change this attitude?
First, you need to treat everyone as correctly and respectfully as possible. In no case in communication do not go over to the individual.
Secondly, a little later, when you already get used to it a little, you need to choose your own approach to each woman. Use the ancient "tool" of compliments or even a little flirting (just don't overdo it, otherwise things can turn into an even more unpleasant situation).
Negative aspects of working in such a society
The women's team cannot be imagined without intimate conversations. They discuss everything, from what grows in the garden, ending with the husband of a second cousin. Try to avoid such conversations. If you are nevertheless involved in this kind of discussion, then show interest, but do not draw conclusions and do not share information with others.
What else should a man not do in a team of ladies if he wants to stay away from intrigues?
Here are some more tips for representatives of the strong half of humanity who find themselves in a team consisting entirely of women and girls:
- Do not take the side of one of the warring parties, stay neutral. This is the only way you can "get out of the water dry."
- If the old-timers are trying to impose their point of view on you, then listen to it and even agree, but in no case let them, as they say, sit on your neck.
- Keep personal information to yourself. Answer all questions briefly and concisely. Move the topic of conversation in a different direction. For example, with increased interest in your person, seize the initiative and ask the interlocutor about his new car, a child or a beloved dog.
- Are you being discussed behind your back? Don't pay attention to what is happening, stay positive.
- If you do not like someone in the team, then just do not communicate with him. So it will be easier.
Conclusion
So, we tried to figure out what constitutes a friendly women's team. As you can see, this is not such a remarkable phenomenon as it might seem at first glance. In our article, we gave a number of tips for both men and women so that they can somehow get along in a new workplace. We hope you will be able to get into a female friendly team, photos with employees of which will cause you not negative, but exclusively positive emotions. After all, both a man and a woman can work well with representatives of such a team. However, here, as in any society, there are some rules, adhering to which, you will feel as comfortable as possible in your workplace.
Instruction
Good relations within the team, without which fruitful cooperation is impossible, is one of the main activities of the leader. To successfully solve this problem, the leader must know the strengths and weak sides their employees, their preferences, as well as be able to competently distribute responsibilities and delegate authority so that there are no conflicts and disputes between colleagues.
It is very important for a leader to show sincerity in words and actions, because employees of the company most often broadcast exactly the approaches that the leaders adhere to. Psychologists also recommend that representatives of top management communicate with their team more often, support its undertakings, monitor and stop negative trends: conflicts, quarrels, etc.
It is easier to rally a team if people have common socio-demographic features - age, gender, education, work experience, marital status. But this happens quite rarely, because. recruited on the basis of other principles. In this case, various activities help to rally the team.
Team-building events can be divided into two groups. The first group is directly related to professional activity. The leader needs to organize participation in various seminars and conferences for his employees, conduct business games, brainstorming sessions, discussions, etc. All these events contribute to the exchange of experience, opinions, ideas, as a result of which colleagues get to know each other better, informal relations are established between them.
The second group of rallying events - festive evenings, sports competitions, anniversaries, excursions, etc. - also contributes to the strengthening of informal relations in the team. They can be organized in the office or outside it, and various holidays, anniversaries of employees or companies, successful completion of transactions, etc. can serve as occasions.
At the solemn part of these events, it is necessary to focus on the fact that it was possible to reach certain heights only thanks to the joint efforts of the entire team. Be sure to note the individual contribution of some individuals, to emphasize the importance of their work for the entire company.
Team building is a great team building activity. Most often, team building means sports competitions, team games or competitions, but it can also be fun corporate parties or psychological training aimed at teaching employees to interact and solve problems together. Team building promotes the emancipation and rapprochement of colleagues, and it helps managers to take a closer look at the team and determine the roles of employees (“leader”, “generator of ideas”, “performer”, etc.), which further allows for more efficient management of labor processes.
Lack of proper motivation of employees can lead to a sad result. The ability to competently (and therefore effectively) influence the increase in personnel productivity is one of the priorities of any leader. Employees working in a business are the most valuable tool for achieving success, which must and should be motivated. As practice shows, this does not work for everyone. How many promises are sometimes voiced, the deadlines for the implementation of which are not known to this day. And pressure on a person causes only the opposite effect - resistance. By stamping your foot, demoting you, you will forever lose the respect of your employee, which is almost impossible to return. The work will be carried out only "from and to", according to the regulations. No initiative, let alone a creative approach.
It is quite another thing when employees feel sympathy for you, enhanced by respect. They are sure that you believe in their abilities and capabilities. This is the first step towards doing great things. It depends on the leader whether his staff will want to help him become successful. And for this you just need to take care of those who work for you, understand their desires and needs. And then they will do everything in their power and even more. Otherwise, the result will be null.
There are several things that can demotivate a person. Take, for example, the feeling of an employee when he, trying to do everything in his power, realizes that these efforts are not enough. And if someone else lets you down, then the hands just drop, he comes to the conclusion that such hard work is not worth the effort. And only understanding, patience on the part of the boss will help to get significant results in the end, which were not achieved by exhausting emotional and physical strength, rather the opposite. The desire to earn a loyal attitude from the management side develops in employees the diligence and desire for work, achievement high performance and prosperity of the company as a whole. It is this kind of motivation that will help to avoid staff turnover, bring stability and success.
In any case, in order to get people to understand and more high performance, full of dedication, you need, first of all, to take the first step towards them. And they, believe me, will undoubtedly appreciate it.
Good afternoon! I'm looking for a job. When I read a job description, it is important for me: functionality, salary, company activities, office location. But when I once again see a "young and friendly team", I screen out the vacancy for myself. Why are they writing this? Is it really important to someone and matters when applying for a job? Or is this a hint at the age of applicants? It must be assumed that such phrases in the job description say that employers are more interested in "corporate fun starts", and not a job. And what about applicants who do not need it at all?
Marked as solution
User
Union of Builders of Gelendzhik
http://rabota.souzgel.ru
www.souzgel.ru
[email protected]
the answer is hidden
User
Ekaterina, good afternoon!
Good question!) The fact is that HR tasks are very close to sales. Only HR does not sell the company's product to customers, but to job seekers their company and the idea of working with them. Practice shows that about 90% of people when looking for a job in the top 3 important criteria The choice of work is put by the team. This is due to the fact that half of the time (not counting sleep), or even more, we spend at work. And this is especially important for those who have encountered unfriendly employees, gossips, intriguers and imitators of violent activity who poisoned the work and life of the team. From own experience and the experience of my colleagues, I know that not a single HR describing a vacancy in this way, in any case, does not mean to offend someone or give the implication that only young people are dear here. On the contrary - the desire to show that we select people who are not only professionals in their field, but also with whom it is pleasant to work, communicate and be friends. In the vacancies of our company there is always an emphasis on this too. The average age of our employees is 25-35 years. And at the same time, we have and had employees over 40 and 50 years old who fit perfectly into our company, show themselves remarkably well as specialists, team members and just people. Very often at interviews we hear that older candidates pay attention to this in a positive way, saying: "You have a young team, active, it's great, I like to be among young people in order to be active, energized and be aware of all modern tricks ". I think you're wasting your time refusing these jobs. Thus you refuse modern companies with progressive methods jobs, and who pick up really good people. Be positive about things. At least go to the interview to see how things are with your own eyes, and not based on speculation. This does not oblige you to go there to work if you are disappointed))
Good luck in your job search!
Violetta Tkacheva, Executive Director
Union of Builders of Gelendzhik
http://rabota.souzgel.ru
www.souzgel.ru
[email protected]
Violetta, thanks for the advice, but I don't want to be around active youth (more precisely, to be around me) and I don't need all these modern features. I also don’t need corporate drinking parties, even when I was much younger, worked in a similar team, where at birthday parties they literally forced me to drink or all the time they asked why I didn’t do it. The only useful thing that I learned from working in this company was what my boss taught me, passed on her knowledge. And by the way, she is much older than me.
From work, I expect work and salary, constructive interaction with colleagues, and, of course, communication, but with those with whom it is comfortable for me to communicate, and vice versa too. There are people who, at 50 and 60, are the soul of the company and the ringleader, and there are those who don’t need it even at 25. They are bad, so it turns out from the point of view of specialists in the personnel department? And where should they go?-
the answer is hidden
User
Ekaterina, I agree with you, all the salt is not in age, but in the head) And in fact, not a single manager would like people who are eager for corporate parties and parties to work for him. "Chips" - I mean subtleties and wisdom, unique useful experience in work, new solutions to old problems. That is, the very knowledge that managers usually share. What to do is one of the eternal questions. Do not judge the company only by the words written in the vacancy, but check it in practice: look for employee reviews about work here, get an interview and see with your own eyes what kind of office, what kind of people are there, what they say, what they do, in the end - after all, you can apply there as a client. You will immediately see and understand a lot, and you will be able to make the right decision based on what you yourself will see, hear and feel while being within the walls of the organization and will be able to make the right decision whether this company is right for you or not. No one will determine this except you.
Violetta Tkacheva, Executive Director
Union of Builders of Gelendzhik
http://rabota.souzgel.ru
www.souzgel.ru
[email protected]Violetta, such firms usually conduct interviews in separate rooms, where, apart from a specialist in the personnel department, and in some cases the chief accountant, I don’t see anyone. No one will take me on a tour of the office, my workplace won't even show. This is if they call for an interview. Usually they send a refusal right away, and if you get through to find out the reason for the refusal, they answer: “We have an average age of employees of 32 years, you will not fit into our team” or “How old are you? 44? Oh, yes, you are old!” And this is how they answer many of my peers who are looking for work. But what about peers - a little more than 35 are no longer invited. If a company represents its team in the job description, then the phrase "solid, friendly team" sounds better for people of all ages. And in a young team, boys and girls 20 years younger will not be treated by their first and middle names, but by Lenka, Masha, Tanya, etc. I heard this too, I was shocked after working in a decent organization
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the answer is hidden
User
Ekaterina, unfortunately not all specialists in all areas upper class, this applies to salespeople, HRs, accountants, economists, managers and all-all-all. I am sorry that you and your friends had to deal with such unprofessionalism. Maybe HR actually correctly determined that you would be uncomfortable in their team, because everyone there is poking and not calling by patronymic. They really don’t do tours, but I’m not talking about that either, having visited a couple of rooms: a reception room, an office, sometimes it’s enough. Each person will always find what is wrong around him. In any case, the purpose of your appeal is to get advice, not to be indignant. Do you have a goal - to get a job with decent pay and good attitude. On the way to it there will be obstacles. Concentrate on the goal, not on the complaints, otherwise you will run out of nerves. In addition, there are companies that value just people like you - you are unlikely to have a decree, sick little children, you are unlikely to be late, be distracted at work by some extraneous matters and approach the matter very responsibly. Keep this in mind, keep searching, and you will find exactly the company where you will feel comfortable and where they are waiting for you))
Violetta Tkacheva, Executive Director
Union of Builders of Gelendzhik
Each leader seeks to rally the team in order to maximize the level of comfort of employees and their desire to move together towards the goal. There are many tools used to build relationships between employees.
You will learn:
- What are the benefits of a cohesive team?
- How to build a cohesive team
- how New Year can help bring the team together
- What problems can arise in creating a cohesive team
What are the benefits of a cohesive team?
1) A team-team is an analogue of such concepts as strength, unity and reliability of personal interactions and relationships between employees. Team cohesion is a necessary factor for the productive and directed work of the company. A group, selected from strangers, must spend N-th amount of time to unite and aim at solving the tasks assigned to it. As a rule, only a well-functioning and loyal team can successfully overcome periods of crisis during its formation and advancement, which is their cardinal inconsistency with a group where members are hastily found people.
2) Only a close-knit team has the ability to overcome the crises that await its members on the path of their formation without loss, which cannot be said about a group of people incompatible with each other. The concept of compatibility is real opportunity overcoming difficulties, and solving the problems they face, in fact, means that all team members are integrated in the very best value this word.
3) If the company has a friendly team, then staff turnover almost zero or none at all. Employees do not run away from work after the end of the working day, do not try to sit each other down, do not have the habit of gossiping about their colleagues.
4) Working in such a team, it is immediately clear that everyone is ready to help a colleague, talk about their ideas and developments that can be applied in common work. Employees do not have negative emotions when thinking about work, they are less tired and more stress resistant. and it is they who are ready to ultimately increase the profits of the company.
Team building that will unite the team
How to think over the script for the perfect team building, learn from the article electronic journal"Commercial Director".
Characteristics of a cohesive team
1. Awareness is one of the important concepts of a person's conscious behavior. The level of awareness of people affects the performance of the entire team as a whole. The timely process of informing, sent to all addressees and reached everyone, gives a person a sense of belonging to the life of the team and its goals. Thanks to this, there are no inactive and indifferent employees in the team.
Openness and interest in the economic interests of almost all team members encourage employees to jointly participate in management activities team. It is unlikely that even the most experienced top manager will be able to rely on the support of the team if he does not use or minimally uses the existing information channels both oral and printed.
2. Discipline - the accepted order of behavior of people, which corresponds to the established in the company moral standards and rules, which allows you to adjust the processes of behavioral mood in the team. A disciplined person in a team is an incentive social development and responsibility for work. High awareness and understanding of the importance of one's place in the team contributes to the conscientious performance of functional duties.
Compliance with discipline is the implementation by people of established norms and rules of behavior. The level of personal relationships between the management and each member of the team directly affects the quality of performance official duties and social functions.
Methods of maintaining order and discipline can be very different from each other. Types of social discipline can be such concepts as morality, customs and traditions.
3. Activity is an increased activity performed by a person not so much because of the obligation to fulfill his official duty, but because of the possibility of free self-expression. Thus, the activity of the individual is the need for work and knowledge of the world around.
A person always has a desire for realization and a fuller expression of his inner essence which leads to his most complete and integral development as a person. The level of manifestation of activity and initiative of a person is more influenced by the situation when he is alone or in contact with colleagues. Naturally, the feelings and moral component of a person in society are much different from his behavioral mood in a state of loneliness.
4. Organization programs accurate and correct definition and distribution of rights and duties of employees. It can be traced in the response of the members of the team to changes in the environment, to the renewal of internal and external awareness. From proper organization labor depends on the attitude of staff to labor process and discipline.
It is easier for a top manager to work in a highly organized team. To create such a company you need huge effort and the highest professionalism. The organization is influenced by such reasons as the role of the individual in the team, discipline and others. important factors. But even an ideally formed team during its existence experiences ups and downs due to the distribution of responsibilities of its employees as subjects of labor communication and knowledge.
To strengthen personal ties in the team, take into account the interests of employees, using economic and social levers of influence.
5. Cohesion is an action that unites all employees in their common work and gives integrity, which proves the attraction of the team to each other and to the team. This is undoubtedly a qualitative indicator of any labor collective.
When is it necessary to form a cohesive team?
1) At the stage of active development. In the case of an increase in the number of employees in a short time, the “oldies” sometimes develop rather difficult relationships with newcomers. To unite both groups, one must start with leaders, both recognized and unrecognized. Team building will serve to rapprochement and friendly relations.
2) During stagnation or downturn in business. This period is characterized by the fact that employees, having doubts about the future of the company, begin to work not shaky, not roll, without showing initiative, they begin to look for new job and then go free-floating. At that time the main task manager - to raise the working mood of the staff so that they can realize: the improvement of the situation is in their hands.
3) When there is a conflict between the departments of the company such activities will help to resolve the problems that have arisen. So, in one company sales fell sharply. The head of the company organized a team building, which contributed to the breakthrough. This event was held after the January holidays, after which the employees went to work rested and ready to move mountains.
What factors influence team building?
1) Common interests, hobbies, views, ethical and material values and orientation of group members;
2) Age composition of groups;
3) Feeling of psychological security and goodwill;
4) Active and saturated joint labor unity aimed at solving common problems;
5) The attractiveness of the leader as a reference model that performs the functions to the maximum;
6) Qualified work of the leader;
7) Presence of a competing group;
8) The presence in the group of a person who is sharply different from other members and who opposes the group.
- Remote sales departments: how to organize and how to control
Ways to rally the team
1. Corporate events. They are used as an effective mechanism designed to rally the team or divide it. Non-originality of the script, the same type of corporate parties - will not lead to anything good, as employees treat these events as artificial. During the performance, they are in tension and cannot feel at ease. The person understands that this is a continuation of the work process. After going to work, people feel awkward and anxious that someone behaved inappropriately, someone went too far with alcohol.
A full-fledged holiday is obtained when the entire scenario is thought up and implemented by the team members. Colleagues learn about themselves and others new information, everyone is positive from the very beginning. This approach saves the company's money, since corporate events, specialized organizations, is very expensive.
In order for the event to turn out to be rich and original, you need to conduct an anonymous survey to find out how employees want to see the corporate party. To do this, make a questionnaire. After processing the completed questionnaires, you will understand what the employees want, and an initiative group will be determined that can be involved in organizing the event.
2. Team-building sports training. Team building will help team members create loyal relationships and motivate them to unite the team and organize the team. Incorrectly organized team building can lead to unforeseen consequences - the disunity of employees, the loss of authoritarianism on the part of the leader, the dismissal of staff. Therefore, you should take the choice of a coach very seriously and take into account the physical form of the participants. There was such a case, a female leader broke her arm during a team building and then thought for a long time whether this was done intentionally or not.
When active young people work in the company, and the physical form of the leader leaves much to be desired, then team building is hardly justified. This can belittle the boss's authoritarianism. If the general director's sports training is much higher than that of the employees, there is no need to force everyone to take an active part in the event.
For example, in one company, the head, a sports man aged 36, was passionate about skydiving, so he arranged an extreme team building for top managers, who were mostly representatives of the weaker sex over 40 years old. Naturally, no one was forced to jump, but they hinted that the one who did not jump was not our man. Many had to jump, but not all. It is better to compete with extreme sports with those who love such a vacation.
3. Team building activities. These include conducting training sessions that will rally the already working staff. They will help to adapt new employees to achieve positive results:
- To find mutual language. There is a known case when a company conducted a training session 6 times and each time for a new department. The company's management set the task so that the staff could speak the same language. This could be achieved by training with one trainer. As a result, colleagues began to use a single terminology. As a rule, this training is most useful for employees with different levels of education.
- Get newbies up to speed. New employee within a few hours or days, he gets to know his colleagues, delves into the work and ceases to be a stranger. During this time, the team can draw up a portrait of a person and move on to an active form of cooperation. In a normal environment, a beginner can take several months to adapt.
- Earn credibility. AT financial division in one company, the backbone of employees were people with an age bar above the average. Was appointed new leader for the position of financial director, besides a young woman. How employees reacted is quite predictable - disrespectful attitude, disobedience, sabotage.
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The CFO made an unusual offer - announced the intention to conduct free seminars on English language and financial analysis. It is clear that at the first lesson there was no queue of those who wanted to, but there were also those who became interested and came to the conclusion that the classes were worthwhile, and even free. He told his colleagues, and the employees reached out. As a result, she has achieved authority and respect from colleagues.
– Development of new documents. During the training, you can work together to develop, for example, a corporate set of rules for the company, in which all acquisitions and developments of the company are fixed. If such a document is provided by a higher organization, then it will not work. Another thing is when the employees themselves become the creators, and the document is honed in the process of open discussion.
How to rally truants and drinkers
Aigul Gomoyunova, CEO, Penopol Group, Moscow
The main part of our company is the employees of the warehouse (loaders) and the sales department. Therefore, we had a constant turnover of staff. The staff of loaders was constantly updated, because they drank and skipped work. In just a year, the sales staff left in full force. It seemed impossible to find out the reason for the constant turnover, because at that time I paid too little attention to the issues of retaining employees. I was at a loss, what is the reason: our wages are quite high.
Hundreds of methods were used to change the situation: fines, bonuses, promotions - nothing worked. Used during the year various methods, but there was no result.
Remembering my past experience of working as a business coach, I thought about conducting team building trainings, inviting the whole team to it: after all, each employee must understand that the final result depends on his contribution, regardless of what he does. The loaders expressed a strong reaction to the proposal, they were pleased that someone was interested in their opinion and listened to it. Today they are already interested in the schedule of trainings. The office staff was also very accommodating and understanding.
The first training was devoted to clarifying problems with interaction. We held a game on the theme of a shipwreck, in which all those present took part. Everyone tried to prove their point of view; loaders. The problem was obvious: the whole team was divided into groups, and each considered itself the main one. The goal became clear to me - team building.
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The climax of the trainings was our biggest event, when we rented a cottage and left for four days in nature. The program of the picnic included barbecue, paintball and training. Participants split into two teams, each including colleagues from all departments. Before starting, I asked the departments to make a list of what they needed to buy for work.
The accounting staff needed some kind of program, the loaders needed an electric car and a microwave oven, etc. The winning team could choose only one item. Before the start of the competition, everyone argued and argued that the most important thing was the one that they ordered. And when the game started, and the first winning team chose the very first item, the situation changed dramatically, each department refused its prize, everyone chose a microwave for movers, realizing that it was more important to them. And so it was repeated at each stage of the competition - everyone completely forgot about their interests and decided its value for the company, and not for themselves personally.
Today I am satisfied with the result:
- permanent employees work at the warehouse site, loaders take an active part in the work of the company.
- in the office for 2 years, only two employees quit, one of them for a good reason.
The effect of the trainings did not appear immediately, but the first results became visible after 2 trainings.
How to rally the team with the help of a New Year's corporate party
Nadezhda Finochkina, Director of the company "Formula of Successful Selection", Moscow
One day, a client approached us with a request to help increase the level of interaction between employees. It was not customary in the team to communicate with each other and attend corporate gatherings. Such relationships within the company were reflected in productivity.
We made a carefully thought-out and original surprise for the employees of the client's company. We conducted a mini-interview with the staff separately in advance to find out personal preferences and facts from his biography, what he devotes his free time to. We collected 25 questionnaires and, using the information provided by the staff, prepared a questionnaire for the quiz. On the announced day, the whole team of 35 people was invited, as the New Year holidays were approaching.
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According to the rules of the quiz, you had to listen to interesting description hobbies characteristics of any employee and determine who exactly it is. This story was accompanied by a display of his childhood photos. The duration of the corporate holiday took about 6 hours in total, including the solemn part, a quiz with photos and a buffet table.
After the corporate party, colleagues got to know each other again. So unusual and learning experience helped the team to unite and even gave birth to friendly relations between departments. In just one evening, people learned more about each other than in the previous ten years of work.
The original idea of team building for 300 rubles
Eduard Kolotukhin, CEO, Stayer.ru, Yekaterinburg
Our company is not engaged in sales, but in the emotional involvement of customers. True, such an approach has an effect if the members of the collective are endowed with emotional intelligence, the ability to celebrate and emotionally greet the best sides work colleagues. One idea that helps develop empathy in a team is cards with the word “CLASS!”.
The essence of the idea. To convince employees to notice the good deeds of their colleagues and thank them, we did not use the usual means of suggestion such as “encourage best qualities colleagues” in exchange, we used a simple technique: we allowed employees to pay each other a small incentive every month. Today, any member of the company can personally present 300 rubles once a month to someone who, in his opinion, has earned them. All employees on the first day of each are given a personalized card "CLASS!". During the whole month, he can give this card to a colleague whose activity delighted him or helped him. On the last day of the month they are counted, we celebrate the leader of the month in the corporate media and on the company's website.
Here are examples of cases that, in our opinion, are worthy of encouragement and monetary incentives. One replaced a colleague who is on vacation or sick. Another went to the post office on business and bought a few stamps to send the company's mail, although he was not asked to do so. You can always make good deed! But if a person is sure that there were no deserving ones for the award last month, then he can not indicate anyone and not give his card to anyone. Then next month starts from scratch.
Result. The relationship between the two internal divisions is slowly building up. By the way, this pleased me the most. The staff is gradually getting involved in the game, learning to note the signs of attention and care of their colleagues, because sometimes it is difficult to come up and say: “Thank you!”, And with name cards it is easy and simple. In addition, we noticed the emotional leaders of the company.
Factors that reduce team cohesion
Factor 1. The presence of small subgroups in the group, which leads to "small-town" behavior and thinking. The larger the group, the greater the likelihood of subgroups appearing. Limit the number of team members to 5-7, sometimes up to 20 people. As a rule, friendship or acquaintance between individual members before the formation of the group leads to the separation of these people from the team, which can lead to the alienation of such a couple or small group from the whole team. This problem can be present when combining old and new team members, which clients usually want to resolve.
Factor 2. Incompetent leadership of the leader leads to conflict situations and even the elimination of the team. So, if a leader is engaged in building intrigues, bringing closer or removing elected members, empowering and encouraging, relying on personal preferences, and not on the knowledge, competence and existing merits of the team, then such a group eventually ceases to be a team.
Factor 3. Lack of a common goal and joint focus. For example, asking a group of students: “Does our group count as a team?” - participants say: “No, we are all good people but we don't have a future." When people do not have a future, it is created by a leader who lowers the target from above. When this goal is realized and accepted by each member of the group, then the group becomes a team. If the leader does not give such a task, then everyone carries out their plans and sets personal goals.
Information about the author and company
Aigul Gomoyunova, CEO GC "Penopol", Moscow. "Penopol". Field of activity: production and wholesale construction and finishing materials; logistics services; The holding of trainings.
Nadezhda Finochkina, director of the company "Formula of Successful Selection", Moscow. LLC "Formula of Successful Selection". Field of activity: recruitment. Number of staff: 5. Closed vacancies per month: 7–12.
Eduard Kolotukhin, CEO of Stayer.ru, Yekaterinburg. GC "Stayer" (Stayer.ru). Field of activity: production and sale sportswear, as well as equipment; sale of sports equipment. Number of employees: 25. Annual turnover: 50 million rubles. (in 2014).
