New Year’s Resolutions – 3 Collaboration Resolutions You Can Keep
“I will read a non-fiction book a week.” “I will eat more kale.” “I will be 5 minutes early for every meeting.” “I will go 100% paperless.” “I will go to the gym at 5am each morning.” Do any of these sound familiar? Well, welcome to the New Year….a time for new beginnings and fresh starts. (And also the reason your gym is so crowded with people you’ve never seen before.) It’s the time we all ask ourselves, “if not now, when?” So, let us ask YOU, can your company do with a bit more teaming and collaboration? If so, then NOW is the perfect time to get started. Here are our top 3 collaboration resolutions that you’ll be sure to keep. We will improve internal communications.
Does everyone on the team understand one another’s roles and responsibilities? It seems so obvious, but you’d be surprised to know that many of your team members have no clue about the everyday tasks, challenges and output of other roles of teammates. It’s also a little difficult to ask someone when the assumption is that everyone already knows. So, think about creating a team communication plan. We’re not fans of work for the sake of work, so keep it simple. Sit down as a team and discuss roles and responsibilities, team reporting and decision making. We will create dialogue.
As a leader, you want to make sure people have the opportunity to say what they want to say. So, consider 2016 as the year to set the stage for honest dialogue. Make others part of the conversation. Walk around, ask questions, and be interested, receptive and approachable. Get creative with how you start the dialogue, because having a one on one conversation with 1000s of employees is not necessarily realistic. (But it is VERY realistic when you include POPinNow!
) If you can get people talking – and that’s usually the easy part – and listen to what they’re saying, you’ll be able to address issues, answer questions and share insights. We will reward collaboration.
Too many companies talk about collaboration yet reward individual achievement. Therefore, the first obvious solution is to change the reward system. Define and make collaborative
performance objectives part of the employee review process. Recognize and promote people who work across organizational boundaries – and tell their stories to the whole organization.