Many companies like to talk a lot about how cooperation leads to innovation. But there’s not much effort behind all their discussion whenever it comes to developing a collaborative culture.
Sure, every time in a while they hold a brainstorming session. And they just purchased some new software for communication. Perhaps their declaration of mission implies even cooperation.
But when you look at how work is done on a daily basis, it’s a different picture. Departments often work in silos or are at odds with one another. Employees are aware of issues or suggestions for improvement, but they do not feel comfortable speaking out. They also understand that solo “stars,” not team players, are praised.
This is hardly a climate favorable environment for invention, nor is it one in which anyone enjoys coming to work. In today’s complicated, ever-changing business world, failing to maximize your team’s potential through cooperation may result in your company falling behind.
So, what steps can you take to make your company’s culture more collaborative? Putting up a few teamwork posters isn’t enough. It is, however, more achievable and enjoyable than you may think.” This is our step-by-step guide to getting started.
What is a collaborative culture?
Almost every organization engages in some form of collaboration. However, a collaborative culture does not exist in every firm. So, how anyone can tell a difference?
People who work on a continuous and intentional basis form a collaborative culture. When someone wants cooperation, it does not always happen. Instead, it’s ingrained in how people go for their work on a daily basis, as well as their opinions toward them.
The attitude that we are stronger when we work together is the foundation of a collaborative culture. It is founded on the premise that collective intelligence drives the most inventive solutions.
Ways to build collaborative culture:
1. Make relationships a main focus:
People are more likely to work cooperatively with people they know and trust, so search for ideas to help team members to form strong bonds. This could involve establishing physical spaces that promote personal interactions, having regular in-person meetings (even if they’re done over Webinar), or organizing parties and gatherings in a nice environment where team members can get to know one another better.
Employees who have valued relationships at work are considerably more engaged and motivated to take actions that help the company than those who do not.
Rather than avoiding social interactions or failing to check in with employees about non-work-related issues, Organizational leaders should look for ways to engage with people and support the development of relationships – both inside their teams and among themselves and their teams.
2. Define roles clearly:
A highly collaborative culture requires the development of a clear collaboration plan, complete with particular goals and roles. Assess that employees at all levels are aware of their duties for teamwork and what their involvement in collaboration should entail.
For example, your company may want to clarify that while every employee’s opinion will be heard, not every suggestion will be implemented, and team leaders will make final choices.
Furthermore, collaboration should not be limited to personnel at specific levels within the firm. Organizations that are really collaborative require teamwork at all levels and from all departments.
3. Make use of the appropriate tools:
Technology makes it simple for organizations to work, whether they are across the hall or halfway over the world. The appropriate tools can help a team create a collaborative culture that works for them. According to one research, nearly two-thirds of skilled workers depend on technology to collaborate.
To create a collaborative culture, you’ll need software that allows employees to collaborate and removes the specific obstacles to collaboration that they face on a daily basis.
4. Assess your system of rewards:
If collaboration and teamwork are highly valued aspects of your company’s culture, you should integrate them into your compensation system. If one person is rewarded for excellent achievements obtained while working as a “saboteur” rather than collaboratively, other employees may wonder whether they would continue trying to collaborate.
Instead, reward teams who collaborate well, projects that bring departments together, and achievements that are accomplished as a result of cooperation.
5. Everything simply comes down to faith:
Employees must be willing to collaborate in order to achieve common goals, which can only be accomplished in an environment of trust, pride, and togetherness. People must feel comfortable offering and receiving genuine constructive feedback, being driven by a common goal, and having access to the tools and opportunities to interact. When people don’t see the value in involving others in their work, silos form. Diverse perspectives are essential for developing innovative solutions. Best Workplaces promote collaboration through a variety of practices and programs, but they all believe in the power of working together to achieve greater success.