According to Harvard University psychology professor J. Richard Hackman the single strongest predictor of a group’s effectiveness is the amount of help that employees give each other. Research shows that in the highest-performing teams, leaders invested extensive time and energy in coaching, teaching, and consulting with their colleagues. These investments allowed leaders to question their assumptions, fill gaps in their knowledge, and understand new perspectives.
In the lowest-performing units, employees had little interaction with their other colleagues or were relied upon to come up with most of their own answers and solutions on their own.
It turns out that the key to a thriving culture is how much “help” is present in a culture. So the question is, “How do we create an environment of giving when many people are naturally reluctant to seek help?”
Why People Don’t Seek Help
Many people don’t seek “help” because they fear burdening their colleagues, lack knowledge about who is willing and able to help, or are concerned with appearing vulnerable, incompetent, and dependent. Do your best to make it clear who is in place to help in your organization.
It can be hard to create a culture of collaboration but it is possible! Here are a few ways to make a helpful culture possible:
Surveys, as cheesy as they may be, can give you valuable information. Ask your employees about tools, technology, culture, leadership, processes, marketing/branding, compensation, benefits, and more!
People love to give their opinion on something so ask your employees for theirs. You will soon gain visibility to problems and potential solutions. Too many leaders believe in “if I don’t ask, I won’t have to fix anything,” yet also complain about their poor culture.
Give your employees a chance to be heard and brainstorm potential solutions.
Host “If I were a CEO” Sessions
Host once a quarter meeting where you ask your employees what changes they would make if they were CEO. The answers to this simple question will give great insight into what they think needs to be changed as well as what opportunities they think are being missed. It is important to listen to their feedback without judgment and share your opinions later.
Conduct Retention Interviews
Around the same time you conduct your annual performance reviews with your employees don’t forget to ask them why they continue to stay on staff. Ask them what they like and what might make them want to make a change. That second part is hard to ask but it’s important to find out potential pitfalls before it’s too late.
Get Your Team Involved
Pick a local charity and get your team involved. Host a casino night, golf tournament, or bake sale that requires a small donation, volunteering of time, and collaboration with local teammates. This way your organization gives back to the community and creates a sense of community within your office.
With these tips, you’ll be well on your way to creating a great culture in the near future!
With over 90 years of Logistics experience, Top Talent is a recognized leader in Talent Acquisition for Logistics, Transportation, and Supply Chain., Let us put our team to work for you. To learn more about successful strategies for getting those impact players and game-changers on your team, reach out to us today.
– Michael Monson
President and CEO
Top Talent LLC