Is It Illegal To Solicit Old Coworkers For New Company How To Build Effective Team Work

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How To Build Effective Team Work

Does your work team have published rules of team conduct? If you don’t, it might explain why your work team acts more like the crew from Animal House than your dream team pulling up and crossing the finish line to music from Chariots of Fire.

Do you shake your head and wonder “Why can’t everyone just get along and work together?” “Why do I feel like I’m mediating and taking care of the strings facilitating a self-directed group of business professionals?”

Management is often quick to document minor procedural and operational rule violations in their business units, while the “workplace bully” is free to roam and terrorize widely with inappropriate communication with both managers and employees. other employees. The cost: far higher than any operational breach with loss of productivity and good employee to the cancer that is “Negativity in the workplace”.

The answer may be in The Rule Book or lack thereof.

Consider that we are a society of rules and most of us try to follow them. In my training seminars, I tell managers that it is inappropriate and in some cases actually illegal to tell an employee that “they have an attitude” even if they have a rotten attitude, because each of us has the right to has his attitude.

What is critical is the follow through of what I call The CSI formula: No, don’t bring your rotten employee in for an autopsy, although some I assure you are sucking the life out of your organization, but follow up and document evidence of “Unacceptable Team Behavior.”

However, the problem encountered in business organizations is that there is often a lack of Posted Rules of the Road for team behavior and communication. Every work team needs these rules, even family teams. Just imagine if for every couple, and family, there were printed rules for how we manage potential family conflicts and WE FOLLOW THEM.

I was amazed to read the statistical percentage (in the high 90s) of psychologists who can predict with uncanny accuracy who will and will not divorce – based on a 15 minute observation of the couple in mutual dialogue. Basically how they observe the rules of respectful communication regardless of the issue was the determining factor.

Below is a small snippet of rules from various self-directed work teams— Do not copy them, but use them as a springboard for creating your own Team Rule Book. Remember, no rules; expect flagrant violations, zero enforcement and lack of team synergy.

Example of teamwork rules:

1. We are solution-oriented, not problem-focused. When we identify a problem, we always offer at least 1 solution.

2. We demand that all our customers and team members feel “trusted, important, special and satisfied” through respectful verbal and non-verbal communication.

3. We address any workplace conflict within 24 hours or it didn’t happen.

4. We look for the good in other people, knowing that if we don’t, we’ll never know good people.

5. We refrain from destructive internal office gossip recognizing the negative impact on our team.

6. We have fun working together and celebrate our achievements.

7. We start each workday with a positive greeting, knowing that the first 15 minutes of the day often set the team’s environment.

PS – A license to drive:

Just like there are Team Conduct Rules, I’m a proponent of a “Driver’s Road Test for New Managers and Supervisors” on the Basics of Business Leadership before leading other people: I’m betting that we just might have a few who have to take that test again, but in the long run, we might just have fewer worker accidents! All new managers (and some not so new ones) should be sent to a course or seminar on How to Manage Others. The question is would you put your 16 year old without training, instruction, simulation and the Rules of the Road behind the driver’s seat? So why would you do this to your business. Insist on a license to lead.

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