Teamwork consistently ranks as among the most effective strategies for driving organizational performance. Through teamwork, firms are able to leverage the skills, knowledge and competencies that different employees possess as they strive for growth. Despite the critical role that teamwork plays, many firms struggle to persuade their employees to collaborate with their colleagues. For example, it may be difficult for companies to convince millennial employees to join forces with their older colleagues given the differences in the belief systems, styles and approaches of the two generations. If they are to witness the tremendous benefit that teamwork delivers, firms need to adopt best practices. These practices are underlain by their focus on such values as trust, community and respect. As they promote teamwork, companies should implement relationship building and collaboration strategies that have proven to be effective.
Importance of Relationship Building and Collaboration
Before identifying the relationship building and collaboration strategies that firms should adopt, it is important to begin with a discussion on the importance of these strategies. Challenging employees to join forces to pursue shared objectives is one of the roles that relationship building and collaboration plays (Gratton & Erickson, 2007). When employees work together, they are able to consolidate their efforts to complete tasks and pursue the organizational mission. Another significant function that collaboration and relationship building plays is that they facilitate the establishment of cordial relations which deliver satisfaction and create an environment that facilitates performance (Gratton & Erickson, 2007). For example, through relationship building, team members are able to trust one another and share personal problems, struggles and aspirations. Through sharing, the members find comfort and support. Overall, collaboration among team members fuels the creation of a workplace culture where the needs of employees are prioritized and focus is given to accomplishing common objectives.
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Best Practices
Now that the benefits of collaboration and relationship building have been outlined, the discussion can proceed to identify the best practices that teams should adopt. Through research, scholars have identified open communication as among the techniques that fosters collaboration and positive relations among the members of a team (Cooper-Duffy & Eaker, 2017). By communicating openly and clearly, the members are able to air their concerns and provide solutions. For instance, the team in question brings together middle-level managers. When these managers create a team that is established on open communication, they are able to develop solutions to the hardships that the organization grapples with. While effective communication delivers benefits for all types of teams, its impact is particularly profound on teams that are made up of members from different fields and backgrounds. In addition to facilitating the development of solutions, communication also allows the team to resolve conflicts effectively as and when they arise.
Establishing a culture and organizational atmosphere of trust is another best practice recommended for teams that wish to build healthy relationships and encourage collaboration among their members (Ford, Piccolo & Ford, 2017). Basically, trust is concerned with the assurance that members receive that the team is committed to safeguarding their interests. One of the issues that hamper the effectiveness of teams is the failure by members to commit to pursuing common interests. It is rather common for the members to focus on personal goals and interests at the expense of the wellbeing of other members and the larger team. By promoting trust, it is possible to create teams whose members are driven by mutual desires and interests. The team of middle-managers will be well served when trust becomes a key foundation of this team.
It is nearly impossible for teams to function properly without the support of the leadership. This is why executive support is highly recommended for companies wishing to imbue their teams with energy (Gratton & Erickson, 2007). The top leaders of an organization should play a central role in encouraging team members to foster warm and healthy relationships. More importantly, these leaders should set the example by ensuring that their relationships with their peers and juniors are based on trust and respect. Leaders are also advised to design the workplace environment and the schedules of their employees in a way that encourages collaboration. For example, the leaders could assign the employees tasks which require them to work together. For the team of middle-level managers to successfully execute its mandate, the full support of the organization’s executive leaders is needed.
Mentorship is yet another best practice for boosting collaboration and interpersonal relationships within teams (Gratton & Erickson, 2007). Basically, mentorship involves more experienced individuals offering support, guidance and inspiration to other team members. The importance of mentorship lies in the fact that it allows team members to acquire new skills and expand their knowledge base. Furthermore, through mentorship, it is possible for the members to share their experiences and to create lasting relationships with their colleagues. It is important to note that the establishment of strong relationships that encourage collaboration is not the exclusive mandate of the team members. The organization’s human resource management division also has a role to play. Through such activities as recruitment, training and compensation, the division can help create a culture and environment where employees are inspired to work together and to invest in heathy relationships with their colleagues (Gratton & Erickson, 2007). For the mid-level managers to perform effectively, they should embrace mentorship and turn to the company’s human resource department for support.
Other best practices that firms should adopt as part of their efforts to accelerate collaboration include focusing on the needs of individual members and eradicating barriers that could hamper positive relationships and teamwork (Morgan, 2013). Furthermore, organizations should understand that it is essential to respond to the voices of members. When they are heard, team members feel valued and are more likely to join forces with their colleagues in pursuing the objectives of the organization. If they are to create highly collaborative teams, organizations should also eradicate the factors that could discourage collaboration. For example, suppose that a highly intrusive leader is identified as among the problems that are making it difficult for employees to collaborate. To solve this problem, the organization should simply eliminate this leader and any other challenges that could frustrate the efforts of the team. The following image contains some of the principles that should guide organizations as they strive to bolster teamwork, collaboration and healthy relationships.
In conclusion, collaboration holds the key to the success of any team. It is vital for all team members to abandon their personal interests and focus their energies on their shared objectives. As they work together, teams can expect to witness an improvement in the quality of the interpersonal relationships among their members. For these benefits to be enjoyed, the teams should adopt the best practices that have been cited as the key drivers of collaboration and relationship building. The practices range from mentorship to the creation of cultures that bolster trust-based relationships. Additionally, teams need to leverage executive support to achieve their objectives. It is also crucial for team members to adopt effective communication approaches through which they resolve conflicts and address challenges. To thrive in the highly competitive environment of today, organizations should remind their employees of the critical role that collaboration and relationship building play.
References
Cooper-Duffy, K., & Eaker, K. (2017). Effective team practices: Interprofessional contributions to communication issues with a parent’s perspective. American Journal of Speech-Language Pathology, 26 (2), 181-192.
Ford, R. C., Piccolo, R. F., & Ford, L. R. (2017). Strategies for building effective virtual teams: trust is key. Business Horizons, 60 (1), 25-34.
Gratton, L., & Erickson, T. J. (2007). Eight ways to build collaborative teams. Harvard Business Review. Retrieved February 23, 2019 from https://hbr.org/2007/11/eight-ways-to-build-collaborative-teams
Morgan, J. (2013). The 12 habits of highly collaborative organizations . Forbes. Retrieved February 23, 2019 from https://www.forbes.com/sites/jacobmorgan/2013/07/30/the-12-habits-of-highly-collaborative-organizations/#4d11aa153683
