Common Causes of Conflict in the Workplace

The key to a harmonious workplace is the common goal of a job well done. However, in the real world, there are a host of common sources that can lead to conflict.

This is especially true when teams are brought together from different companies, or individuals from different departments. Conflict can also arise because of personality differences, and even when everyone is on the same page.

To be successful in the workplace, you need to be able to recognise conflict situations and avoid them, as well as be able to work through them constructively if they arise. A healthy conflict resolution process is the cornerstone of a happy, productive workplace.

If you have ever worked at a company where people had some trouble getting along, you know that workplace conflict is one of the leading causes of loss of productivity. It can also lead to negative attitudes and poor customer service, both of which are critical to running a business.

Here are some of the common causes of workplace conflict:

Incompatibility

Even though you may have very similar backgrounds and work with a large number of people, you may not have a lot in common. This may be because of differences in personality, values, or philosophy, or differences in how people were raised.

It’s not only a problem for teams from different companies that can have a difficult time getting along.

People often have difficulty when they interact with people who are different from themselves, and this can cause friction even when both parties are working on a team project together.

Conflict can also result from personality differences between management and hourly employees. For example, if your boss is outgoing and social, you are more reserved and reserved, whereas if your manager is quiet and not social, you can be talkative and outgoing.

Sometimes, these differences can be worked through, but they also may cause people to be suspicious of each other and not get along.

The best way to avoid this type of conflict is to be aware of your own personality and values, and be careful in choosing who you work with. Be open to learning about the personality and values of other people in the company and take advantage of opportunities to improve communication between you and others.

Dysfunction

Friction can also arise from the people in the company who have dysfunction in their lives. Sometimes a dysfunctional person will be a part of a team, and when he or she is on the team, the dysfunction can spill over into conflict.

Dysfunction in the workplace can come from a variety of sources. For example, if you work for a boss who is emotionally distant or a coworker who is addicted to drugs or alcohol.

Often, dysfunction is not readily apparent to people, but it is still there, and that makes it difficult to get along. If you notice someone who is becoming increasingly difficult to work with, you need to speak up and deal with it early on. You will avoid a lot of frustration and wasted time.

Poor Performance

When people perform poorly at work, it is especially likely that there will be conflict. If you are a part of a team that has problems, you might be tempted to give up and not contribute, but you should hold out for the day when you will be able to have a good team.

Sometimes, people get assigned to a team that is a group of people who are not good at their job. When people perform poorly and don’t do their jobs properly, it is extremely frustrating and can lead to conflict.

If you are on a team that is having problems, it is best to work on finding a way to move to a team that is working well.

Poor Job Performance

Even when a team performs well at work, there are always occasional people who perform poorly. As a leader, you need to be able to deal with people who perform poorly. There is nothing that can replace the importance of a good manager.

Although it may seem easier to blame someone else for the team’s problems, this is rarely the case.

No one is perfect. Even if there is a person on the team who is not doing their job correctly, the team will be able to make a change.

It is difficult to be a leader who has to constantly clean up after people who are not doing their job correctly. There is no reason to make the people who are responsible for the mess feel bad about themselves or feel as though they are doing something wrong.

If you see someone who is not doing their job correctly, you need to bring it to their attention. While you might be tempted to look for someone else to blame for the problem, this is not the way to handle it.

Team Friction

Even though you may be a part of a team that is good at performing their work, sometimes it can be difficult to maintain a smooth team. There are many reasons for this.

If the team is working together, but there is no team spirit, it can be difficult to get along. When team spirit is missing, people will be unhappy, which can lead to conflict.

The team needs to work together in the same direction, and this can be difficult when there are different ideas about what should be done, or different styles of dealing with problems. You need to have an open dialogue about these issues so that they can be resolved.

The main goal is to make sure that the team is working together to achieve a common goal. Even though you can be a part of a team, you need to still focus on getting the job done.

Poor Communication

One of the major causes of workplace conflict is poor communication. In the real world, conflict is inevitable because people communicate in different ways.

For example, some people speak at a rapid-fire pace, and they do not use a lot of “ums” and “ahs.” Other people speak very slowly, and use words like “you know,” and “I mean,” which make them sound as if they are getting a lot of words out.

People who talk at different speeds can have difficulty understanding each other, and misunderstand what is being said. This type of problem leads to frustration, and will also affect how the team works together.

You can be part of a team that is working well, and still have issues with poor communication. In some cases, poor communication is a sign that there is a lack of trust. People are not willing to speak up when they have issues, so they try to get through a problem without telling anyone.

Even if you have good communication skills, it is important that you make an effort to learn about the communication style of the people in the company. You can do this through observation, asking, or by getting advice from someone who knows both of you.

Lack of Focus

When people are not focused on the task at hand, and are busy doing a number of different things, it is very difficult to maintain a proper focus.

When you are working on a project that is important to you, it is crucial to be able to concentrate and maintain focus. It is very difficult to work on a project when you are distracted by something else.

People who are unfocused will work on a project or will start a project, and then switch their attention to something else. This can mean that the team starts working on a project that is not important, or there can be someone who is not focusing on the project.

If you are a leader in the workplace, you need to make sure that you are focused on the things that are most important. In the beginning of a project, it is critical that you stay focused on the main point. It is not a good time to start off by taking shortcuts, or you will be setting the team up for problems down the road.

The only way to be successful in the workplace is to keep focused on what needs to be done.

Incompetent Leadership

Another cause of workplace conflict is when the people in the company are not getting what they need from their leaders. When this happens, it can cause tension in the workplace.

Incompetent leadership can cause frustration and anger. People who are not getting what they need may feel as though they are not getting anywhere in the company.

Incompetent leaders are also more likely to take shortcuts, and they will not be able to provide the support and guidance that is needed to move the team forward.

You can’t force people to become more competent, but you do need to learn how to lead in a way that helps to get the best results out of the team.

If you have been working at a company that has incompetent leaders, it may be hard to see how the leader is a part of the problem. You have to look at the results to see who is responsible for the problem.

Leadership is a process, and you can’t teach it overnight. If you have been working at a company where people are unhappy and are having problems, you need to be able to recognise when the leadership needs to change.

The key takeaways

  • Understanding what causes conflict in the workplace is the first step to prevent it from happening to your team. Conflict can stem from miscommunication. Tensions may arise when team members have clashing personalities, work styles, needs, interests, or values.
  • Also, ambiguous work roles, expectations, and procedures can leave room for arguments— and unmanaged performance issues can create resentment for the rest of the team.
  • Do your best to get ahead of conflict and equip your team with the tools and environment they need to effectively navigate or avoid these situations. Or, if you notice the signs of team conflict, diagnose the problem first before deciding on the best way to fix it.
  • Don’t ignore conflict or allow it to fester. Instead, address conflict promptly and directly.
  • Encourage your team to confront conflict and develop strategies to deal with it effectively.
  • Allow people to express issues if they have them.

Celebrating Wins

Most managers are aware of the importance of celebrating huge achievements, such as when their team earns a large contract or releases a new product that has been in development for 18 months. But did you know that it’s also vital to recognise and appreciate tiny victories?

Small victories can assist to keep your team’s enthusiasm and morale up, as well as build a more positive work environment. So, broaden your concept of what constitutes cause for celebration, and consider the following reasons to celebrate with your team:

  • When customers or clients give you great feedback
  • When team members stand up and make an independent decision, they are voicing their opinions, expressing concerns, offering thoughts or ideas, or even seeking assistance
  • When team members go above and beyond to assist other team members.
  • When your group is faced with a very challenging problem or assignment
  • When members of a team take on a leadership position (for example, at a presentation or on a project).

It’s not just fun to celebrate your team’s victories; it’s also a terrific strategy to keep your team members motivated and reinforce strong team behaviours. As a result, give frequent and heartfelt compliments.

Individual or team accomplishments should be publicly recognised. Take your staff out to dinner, have a celebration, or even reward them with a bonus if they achieve something important.

Finally, encourage peer-to-peer acknowledgement to make victory celebrations a team effort. The more you celebrate your team’s victories, the more eager they will be to provide you with additional reasons to rejoice.

Make your celebrations unique to your team and company. Choose your celebration style based on the individual you’re honouring and your company’s culture. What do you think the team member would like the most?

Also, what are some ways you may incorporate your company’s beliefs into your celebrations?

As an example, a corporation that prioritises social responsibility might offer a reward of a donation to a nonprofit of the team member’s choice.

The key takeaways

Small victories can assist to keep your team’s enthusiasm and morale up, as well as build a more positive work environment. As we have discussed above, there are various reasons to celebrate with your team.

Take your staff out to dinner, have a celebration, or even reward them with a bonus if they achieve something important.

Choose your celebration style based on the individual you’re honouring and your company’s culture.

Finally, broaden your concept of what constitutes cause for celebration, and reasons to celebrate with your team.

What is Performance Management?

Performance management is a continuous process that takes an all encompassing approach to people management. Its goal is to develop, correct, sustain, and improve individual performance—thus benefiting
your staff and your organisation as a whole.

Performance management follows a clearly defined process. It’s an ongoing cycle that can be broken down into three core stages: plan, monitor, and review.

  1. Creating a strategic development plan and setting SMART goals
  2. Monitoring staff through regular check-ins and coaching
  3. Reviewing employee results and offering feedback

These three stages can be expanded on in more detail to include 5 steps:

Step 1: The first step of the PMC is to identify and establish a measurement of current performance, or the gap between performance desired and performance actual.

Step 2: Generate objectives and action plans. In this step, we take the initial measurement and establish clear goals and objectives to be achieved by the employee in a given period.

For example, goals could include becoming more productive, more accurate or more collaborative. Next, a set of actions, or tasks, is defined for the employee.

Step 3: Communicate the performance management process. Finally, the employee is notified of his or her expectations for the next performance cycle.

The employee can expect that there will be a meeting to discuss performance and that he or she is responsible for being informed of expectations. The action plan is then presented to the employee and he or she is asked to sign a commitment that he or she will adhere to the goal(s) and objectives of the plan.

Step 4: Review performance. Performance is reviewed at regular intervals (typically every six months). The employee is again asked to commit to the goals set out in the plan and is held accountable. If there is no improvement, a new plan may need to be established and a new review initiated.

Step 5: Provide feedback. After the review of performance, feedback is provided. In many cases, there are further steps that follow this feedback such as coaching, development opportunities or career development.

There are many tools you can use to measure performance. Some are general, such as employee self reporting, manager observation, supervisor ratings and 360-degree feedback.

Some are very targeted, such as employee records (such as employee surveys, goal progress and job documentation). Others may be new, such as the use of new tools such as performance graphs, performance maps and performance dashboards.

When the cycle is consistent and ongoing, you can develop, correct, sustain, and improve individual performance. And that leads to job clarity, accurate employee assessments, and boosted staff engagement and motivation—benefits that promote both staff development and
overall workplace results.

Remember PMC is a year-round activity. Life gets busy, and it’s easy to place your performance management system on hold—delaying or cancelling meetings and saying: “We’ll chat soon.” But to achieve long-term results, ongoing check-ins and coaching sessions are necessary. So, keep that cycle consistent and stay in touch with your staff, regardless of what else is happening.

The key takeaways

Performance management is a continuous process that takes an all encompassing approach to people management. Its goal is to develop, correct, sustain, and improve individual performance—thus benefiting
your staff and your organisation as a whole.

Performance management follows a clearly defined process. It’s an ongoing cycle that can be broken down into three core stages: plan, monitor, and review.

1. Creating a strategic development plan and setting SMART goals
2. Monitoring staff through regular check-ins and coaching
3. Reviewing employee results and offering feedback

Remember PMC is a year-round activity. Life gets busy, and it’s easy to place your performance management system on hold—delaying or cancelling meetings and saying: “We’ll chat soon.” But to achieve long-term results, ongoing check-ins and coaching sessions are necessary. So, keep that cycle consistent and stay in touch with your staff, regardless of what else is happening.

6 Strategies to Motivate Employees

Some organisations still believe there are only three ways managers can motivate employees, which may seem hard to believe:

  • Money is the most powerful motivation.
  • Employee motivation is the responsibility of managers.
  • Fear may be a very effective motivator.

All three misconceptions rely on a “stick and carrot” approach to employee motivation, in which the manager either offers cash incentives or threatens punishment.

This strategy is not only unproductive in the long run, but it also ignores the motivators that are unique to each person.

Here are six methods for motivating employees:

  • Find out what your employees care about the most.
  • Include them.
  • Ensure employees are aware of the impact of their work.
  • Set incremental targets and provide feedback on a regular basis.
  • Make your workplace more motivating.
  • Reward employees.

Employee motivation strategy #1: figure out what your employees really desire

Employees who have grown accustomed to the status quo are more likely to overlook even significant improvements to their workplaces.

Finding out what your staff desire is the easiest method to encourage them. If you obtain this knowledge, you will be able to determine what you need to do to equip them with the necessary training and resources to succeed.

It’s easy to get caught up in day-to-day management and lose sight of what employees really need. Employees aren’t solely concerned with the company. They will upgrade their abilities, locate a better job, or advance in their careers if necessary.

Remembering the organisation’s emphasis on performance and creating value is a major task, which is why people must be kept informed and active.

Employee motivation strategy #2: involve them

Allowing people to lead is the most effective method to encourage them. The most effective leaders recognise that those around them are smarter than they are. Excellent leaders trust their people and allow them to lead, which is a significant distinction between great and good leaders. Great leaders delegate because they believe their staff are smarter than they are.

Humility is a vital characteristic of effective leaders. Empowering employees with training and responsibility is one of the most effective ways to let them lead.

When a supervisor understands one of their employees’ tasks, they can begin training them on that responsibility right away. You may give your staff responsibility if you empower them. Employees that feel empowered are more likely to work towards a common goal. They’ll work harder since they understand they have their own objectives and duties.

Employee motivation strategy #3: connect employees with the impact of their work

Assign staff tasks that have a direct impact on the overall impact of their job. You can develop goals that will enable employees to deliver the most impact on a daily basis to help them feel connected to the impact of their work. It’s easier to motivate employees when they have these goals in mind because these are the things that matter to them.

Employee motivation strategy #4: set gradual targets and provide regular feedback

Set goals for your staff that are based on clear and measurable metrics. Employee motivation is increased when clear goals and measurable expectations are established. Employees are more likely to accomplish assignments and complete them on schedule if they understand their goals and how they are expected to achieve them.

You’ll also need to check in with them at least once a week to see how things are going and offer support and feedback.

Make a weekly team meeting a priority. Inquire of team members what tasks they are working on and (briefly) what they have accomplished. Use the meeting to talk about upcoming events or current happenings in the organisation. Ensure the Chair (or another team member) takes meeting minutes so assigned team tasks are recorded.

Set aside time for individual team members to speak with you about their progress and receive constructive comments to help them overcome any obstacles they may be facing.

Employee motivation strategy #5: create a motivating work environment

Examine the staff culture and working environment. What elements play a role in motivation? What elements could be interfering with motivation? Consider the following suggestions:

  • Encourage people to communicate openly.
  • Encourage employees to come to you with their ideas, concerns, and honest comments.
  • Employee constructive criticism should not be met with hostility.
  • Create a safe environment for employees to be completely honest.

Employees should be listened to. Open communication and honest feedback, on the other hand, won’t create a motivated work environment if employees don’t feel that their ideas are taken seriously. Employees should be listened to carefully, and their suggestions should be implemented wherever possible. Make employees feel as if their opinions are respected and heard.

Remove any indication of suspicion. People want to know that you believe in them and are confident in their abilities. As a result, get rid of any signs of mistrust, such as micromanaging staff or keeping track of their working hours.

Establishing and enforcing ground rules is essential. Bullying, gossip, harassment, and discrimination are all examples of toxic workplace behaviours. Hold everyone on the team responsible for fostering a respectful work climate that values and celebrates diversity.

Employee motivation strategy #6: Reward staff

Finally, employees who go above and beyond to meet their goals and contribute more to the firm but don’t see any results may grow disheartened or even wonder, “What’s the point?” External benefits, while not everything, are nonetheless important in motivating people.

Working on a fascinating or sought-after project could be a reward in itself. Consider what would happen if you could bring two team members on a business trip to Sydney to pitch to a key customer.

The key takeaways

Employees and managers should collaborate to keep workers motivated and engaged.

Talking to employees is the best approach to motivate them.

Identify or link employees with possibilities that correspond with their interests, drives, or needs by learning about what they desire most from their career.

You may also help employees feel more motivated by including them in team or company decisions, linking them to the impact of their work, setting incremental goals, providing regular feedback, and building a motivating work environment based on trust, respect, and open communication.

Finally, remember to commend and recognise staff for their achievements.

It takes a continuous and collaborative effort to keep your team motivated. Don’t underestimate the importance of motivation in ensuring employee happiness and success.

Improving Employees’ Job Satisfaction to Increase Motivation

When trying to find fresh ways to motivate your staff, look at the work they’re doing. Trying to encourage employees whose work is tedious, uninteresting, or imposed on them can be a challenge. You should instead try to make your employees’ jobs more enjoyable by:

  • Changing pace. Increase the number of duties and tasks that are performed at work. Your employees will be more motivated if they are able to use a variety of different abilities in their roles, rather than just one specific skill.
  • Job shadowing, extended learning courses, and cross collaboration with other teams in your company are all ways in which you can diversify your team’s skill set.
  • Encouraging self-reliance. Employees should be able to make their own decisions and take responsibility for their job.

If an employee feels that they are being micromanaged or restricted in their work, they will be less motivated to do their best work. Providing employees with some degree of autonomy can lead to an improved work environment and, consequently, increased productivity.

Staff feel a higher sense of responsibility when their performance is directly linked to their own abilities and motivation.

It’s possible to give any function greater autonomy by empowering employees to take on more responsibility for their work and initiatives.

As a leader, you may find it tough to delegate some of the responsibilities, but it will benefit your team in the long-run.

Increasing the impact. Employees should be assigned initiatives that have a greater impact on the organisation, and their work should be communicated to others.

You can increase the influence on employees by doing the following:

  • Giving employees a sense of how their efforts are making a difference.
  • Explaining how an employee’s job contributes to the overall success of the organisation.
  • Providing employees with work that is in line with their ideals or that they find personally rewarding.
  • Encouraging staff participation in all phases of a project.
  • Making performance statistics more accessible so that employees can see how their efforts are reflected in the bottom line.
  • Recognise and congratulate your staff for their achievements.

Acquiring harmony. You should look for ways to help employees’ work line with their own talents and interests. You may achieve job alignment by:

  • Remaining in constant contact with workers to discuss their abilities, interests and aspirations.
  • Allowing people to do work that is in line with their interests and abilities.
  • Explaining how an employee’s current work will help them gain the experience, abilities, or competencies that they need to achieve their future objectives.

Making it more challenging. Employees should be encouraged to work towards incremental goals and assign duties that need advanced expertise.

For employees, completing a challenging task provides a sense of accomplishment, pride, and compensation for their efforts, making it more enjoyable. Employees are more likely to rise to the occasion if you challenge them to a high goal or stretch their abilities and show trust in them.

Employees get a sense of accomplishment when they are given challenging tasks. To avoid complacency and stagnation, avoid mindless or easy work.

You can make your employees’ jobs a little more challenging by:

  • Setting goals that are both big and small.
  • Assisting the individual in making their own decisions about how to complete a task.
  • Assigning tasks that need a high level of expertise.
  • Assigning staff creative or problem-solving assignments.
  • Providing constructive criticism.

Don’t forget to keep an eye out for your company’s upcoming projects, requirements and opportunities. Make it a habit of putting yourself in your team’s shoes to see if there are any tasks that can help keep them engaged.

Take baby steps. Overhauling an employee’s job in one fell swoop won’t likely be possible.

As a result, it’s best to get your feet wet slowly. Ask yourself, “What is one thing I can accomplish?” As a basic example, you may ask your employee’s opinion on a team decision that you would have made without consulting them.

The key takeaways

Employees will be more motivated if they are able to use a variety of different abilities in their roles, rather than just one specific skill.

You should look for ways to help employees’ work align with their own talents and interests.

It’s possible to give any function greater autonomy by empowering employees to take on more responsibility.

Employees should be encouraged to work towards incremental goals and assign duties that need advanced expertise.

Challenging tasks provide a sense of accomplishment, pride, and compensation for staff efforts.

Overhauling an employee’s job in one fell swoop won’t likely be possible, so it’s best to get your feet wet slowly.

Factors that Influence Motivation

Employee motivation has been a hot topic in studies on teamwork and corporate management. This is because employee motivation has a direct impact on the bottom line of your company. Increasing employee motivation, for example, has been shown to:

  • Increase productivity by as much as 70%.
  • Increase your company’s revenue by 12%.
  • Boost staff retention by 10%.

So, if you want to improve the success of your company, you must increase staff motivation!

How Can You Motivate Your Employees?

Employees that are more engaged are more productive, have more energy, and take pleasure in their work, according to the Gallup organisation. This is unsurprising, considering that the majority of people say they want to do a good job.

If your staff has been struggling with motivation, here are some strategies for getting them back to being fully involved in their work:

A positive corporate culture — People thrive when they are encouraged to do their best work. This can be accomplished by creating a company culture that:

  • Encourages a sense of accomplishment and pride.
  • Encourages employees to advance their careers.
  • Encourages people to stay and succeed.
  • Creates a sense of belonging among employees.

Positive feedback — The more positive feedback you provide, the more motivated your employees will be. Your employees will begin to sense that “good vibe” about your company if you continually give positive feedback, and they will be more motivated to put up their best effort. Your team will become more productive as a result.

Challenges – Providing challenges to your employees keeps them engaged. You offer them something to work towards when you give them a challenge. They’ll be more interested with their task since they know you’ll enjoy it if they succeed.

Employees want to know that their success is important to you. Employees feel more supported and hence more driven when you take the time to engage with them and learn about what they’re up to and what they care about. You can also encourage your staff to present a positive image of the team by providing incentives such as:

  • Social gatherings
  • Team spirit in sports
  • Dinner with colleagues

These are just a few ideas for inspiring your staff to give it their all. A mixture of these, on the other hand, may be effective. It may take some trial and error, but if you stick with it, you’ll eventually come up with something that works for your team.

You’ll also discover that, in addition to working with your team, you may assist them in other ways by concentrating on topics like:

Training – If you’re looking for a way to keep your team motivated, training is a terrific option. Employee training on your company’s beliefs, goals, processes, and standards will assist them understand what is expected of them and help them work together more effectively.

Communication – It’s critical to assist your personnel in getting to know one another. They can help and encourage one other in this way, and they can work well together as a result.

Career advice – Having a mentor is another excellent approach to motivate your staff. You can inspire your employees to think about their future career and set their own goals if you can get them into a situation where they can have a mentor.

Work-life balance — It’s critical to assist your staff in getting rest, breaks, and nutritious food.

Employee appreciation – If your organisation already performs something like this, make the most of it. A small token of appreciation, such as a handwritten note or a gift, can mean a lot to your employees.

Reward your team – If you know how to encourage your team, it doesn’t take much. If you’ve tried a variety of methods for inspiring your staff and none of them have worked, it’s time to start over. Reward your staff for their hard work and willingness to attempt new things.

The key takeaways

Employee motivation has been a hot topic in studies on teamwork and corporate management.

Employee motivation has a direct impact on the bottom line of your company. Increasing employee motivation can increase productivity by as much as 70%, increase your company’s revenue by 12% and boost staff retention by 10%.

If you’re looking for a way to keep your team motivated, training is a terrific option. Employee training on your company’s beliefs, goals, processes, and standards will assist them understand what is expected of them.

You can inspire your employees to think about their future career and set their own goals if you can get them into a situation where they can have a mentor.

What is Motivation?

Motivation is the force that propels people to take action. It refers to the underlying factors or forces that motivate you to work towards a goal that is important to you.

The success of your team is determined by a combination of ability and motivation. They must have the necessary skills and resources, but they must also be motivated to take action.

Motivation and organisational outcomes, such as productivity and employee work satisfaction, are inextricably linked. Consider the following intrinsic and extrinsic motivators that you could use to motivate your team:

Internal motivators are known as intrinsic motivators. Internal motivations include the desire to develop, make a difference, attain a goal, or take pride in one’s work. Individually interesting or engaging work is also an intrinsic motivator.

External motivators are known as extrinsic motivators. External rewards can include monetary incentives, status, recognition, or respect.

Team members’ motivations can differ. What motivates you may not be the same as what inspires your colleagues. That’s why it’s critical to talk to your team about their motives, observe their behaviours, try out new techniques, and check in with them on a regular basis.

Add and subtract. Identifying which elements contribute to — or detract from — employee satisfaction is a simple method to approach motivation.

Employee satisfaction may be increased by factors such as autonomy and equity, whereas employee satisfaction may be decreased by problems such as uncertainty and bureaucracy. Then, strive to improve the things that contribute to satisfaction while reducing the ones that detract from it.

The key takeaways

Motivation is what drives people to act. It refers to the underlying influences or forces that initiate behaviour and move you to work toward something of value to you.

Motivation and business outcomes like productivity and employee job satisfaction go hand in hand.

Consider the different ways that you might inspire your team through intrinsic and extrinsic motivators.

What motivates you may not motivate your team, so it’s important to understand your team’s motivations.

Transforming a Negative Team Culture

Negative team cultures have a detrimental impact on team camaraderie, productivity, morale, and retention. Within these cultures, you’re likely to spot several telltale signs such as mistrust, gossiping, bullying, cutthroat competition, fear, and dissatisfaction.

To transform a negative team culture into a positive one, you need to remove the negative behaviour patterns.

How do you do that? The key is to focus on the people as the first step to improving the team’s performance and culture.

People can have a positive attitude in spite of a negative environment because it is people who can adapt the best, the most rapidly, and make the most difference to the team’s success.

To get to this point, you have to deal with the behaviour patterns of the negative team members.

Let’s begin with those who are in a negative state and then work towards the positive.

People in a negative state

The negative team members may:

  • Feel stressed
  • Be tired
  • Be frustrated
  • Have little to no trust in each other
  • Have poor communication skills
  • Have poor work ethics
  • Feel like they are part of a big machine
  • Be apathetic
  • Be disorganised
  • Be afraid
  • Feel insecure

People who are in this state are hard to deal with. These people create a lot of tension and stress that are hard to handle.

To create a positive team culture, you need to deal with these people’s negative behaviours.

You can start by focusing on the people and get them to talk about their experiences with the negative behaviour.

The first step: Focus on people as your key to success

You need to understand that these negative attitudes and behaviours are not “who you are” as a person.

You can’t allow these people to drag you down as they drag themselves down. It is vital to recognise that these negative people are like a disease that spreads to others. It can also be contagious because it impacts your team’s attitude and makes them act in a similar way.

You can use the negative team members as a means to your end by using them as a focus group. You should do this before doing anything else on your team. A focus group is also a good way to find out the opinions and thoughts of your team.

Make a list of the negative members of the team so you can address them and the problems that they cause. This is essential to managing the negative team members.

Doing this will help you to identify the areas that you need to work on and can get you to focus on people and their needs.

By focusing on people, you can create a culture that will bring people out of their shells. For example, it is easy for a team to get locked up in a “silo” or group that seems to go their own way and does not listen to other team members. By focusing on people, you can break down walls and prevent people from being lost.

The second step: Give people the confidence they need

When people feel confident, they can take action in a positive way. If your team members don’t feel confident, they will continue to create problems and negative attitudes and behaviours.

The main thing that you need to do is to make sure your team members know that they can do great things and have confidence in themselves.

You can use the following techniques to make sure your team is confident:

  • Help the team members know that you will help them solve the problems they are facing
  • Make sure the team members feel heard and that their concerns are understood
  • Create high-trust environments
  • Allow team members to take the lead in their areas of responsibility
  • Make sure the team members are treated with respect and dignity

The third step: Get a team culture

Creating a team culture doesn’t happen overnight. It starts with you. In a new team culture, you have to work hard and continuously create an environment where everyone understands how to work together.

The main thing that you need to do is to get to know the team members and to become their friends.

You will have to spend time with them outside of work, get to know their strengths and weaknesses, and understand their personal history.

If you do all this, you will start to see that the people you hired are who they say they are. You will see that they are kind, caring, trustworthy, hard working, and committed to making a difference in the community.

In addition, if you work hard to create a team culture and create an environment that is inclusive, then your team will grow strong and together they will be able to create a culture that works for them.

The key takeaways

To transform a negative team culture into a positive one, you need to remove the negative behaviour patterns.

The key is to focus on the people as the first step to improving the team’s performance and culture.

Then, create a customised repair strategy that relates to your team’s diagnosis.

Finally, implement that plan by communicating expectations and setting universal standards.

Changing your organisational culture is a large undertaking. It takes time and commitment.

But by following the above strategies and remaining patient, you’ll start to see gradual improvements and—eventually—create a positive team culture that’s worth bragging about.

Building a Positive Team Culture

Developing a positive or “ideal” team culture isn’t something that can be done in a day. It will take time and effort to establish one for your team, but it will be worthwhile.

A common vision is the first step in creating an ideal team culture. The team can see what they’re working for, what they’re strong at, and what’s expected of them with this shared vision. Employees must understand how they can contribute to the success of their team.

The way you communicate with your staff determines the culture of your organisation. The way your team communicates frequently produces a negative team culture and can lead to low morale. You must communicate with your team on a regular basis if you want to foster a positive team culture.

Building relationships within your team is another method to foster a positive team culture. Relationships with other team members and your management can be developed. If you want to strengthen your team’s connections, you must trust and respect your teammates, as well as trust that they trust you.

When team members have faith in one another, they are more open to discussing concerns, questions, and triumphs. When you trust your team members, they will feel more at ease speaking with you and will be more willing to offer their ideas.

The most effective team culture, on the other hand, is one in which team members have a healthy interchange of respect. The work ethic of your team members reflects a healthy team culture. Your team members must be willing to put forth their best effort, even if they have something better to do.

Your team members need to feel they have ownership of their work. Your team members need to feel like their work is respected and that their opinion is valuable. If they feel this way, then they’ll work hard to create the best work possible for your team.

Feedback from all team members can help to strengthen the team culture. Feedback is a vital part of establishing and maintaining a positive team culture, as it aids in the development and strengthening of relationships among team members.

Recognise that each member brings their own strengths and shortcomings to the team in order to build the most successful team culture. Some team members are better at working with a single individual or group of people, while others are better at working with other people or in different roles.

A team’s capacity to fulfil organisational goals requires not only a healthy team culture, but also the ability to effectively work together.

By having clear team goals, identifying and acknowledging your team members’ skills and weaknesses, and cultivating a healthy team culture, you may build your team culture. Your team members will put out their best effort and be willing to share ideas and thoughts if they respect one another.

The key takeaways

Employees can feel and perform at their best when they work in a positive team culture. Employees on these teams share a common vision, communicate often, and form great relationships. They also have mutual trust and respect, a sense of ownership over their work, and are driven by their jobs.

To create such a culture within your team, you’ll need to instil a sense of purpose and prioritise open communication. Employees must also be kept motivated by encouraging learning and development and assisting team members in forming social connections.

If you follow those steps, your employees will most likely be happier, less stressed, and more loyal. Engagement and performance will both improve. And soon, even more great talent will be knocking on your door.

The importance of consistency cannot be overstated. Developing a positive team culture is a long-term process. It necessitates consistent effort and commitment. Allow some of these best practises to fall by the wayside, and your culture may suffer as a result. Be consistent. Long-term, continuous efforts are the ones that pay off the most.

Creating a Strengths-Based Culture

A strengths-based culture lays the foundation for a versatile, talented workforce. But what does it take to build such a culture? The key is to weave a strengths-based mentality throughout all organisational levels.

There are 5 strategies Gallup suggests to create this empowering culture by setting a foundational strategy and structure for it.

Leadership alignment: setting the stage for a Strengths-based culture. This has to start at the top, and those at the top need to buy in for the culture change to be effective.

Management alignment: developing teams and employees through the lens of Strengths. People don’t leave companies as much as they leave managers. Finding the right people to manage is essential — and challenging — and they must be empowered with the tools to develop employees.

Internal communication: generating awareness and enthusiasm for Strengths. This can be fun and involve t-shirts, StrengthsFinder happy hours with Strengths-based activities or posting the Strengths of team members where everyone can see them.

Coaching: building a network of Strengths experts and advocates. Incorporate a few on-site Strengths advocates to act as resources for your team. This assures everyone that your organization is serious about sustaining Strengths.

Performance management: focusing on development and recognition of employee Strengths. Performance plans are out; development plans are in. Understanding the most powerful way to encourage the development of employees, using Strengths, improves both morale and performance.

Strengths community: making Strengths an integral and natural part of the organization’s day-to-day policies and rituals. Using a team grid, considering who may be best at what task through a Strengths lens, and incorporating the language in meetings are all ways to build the community around this shared language.

Researched at: https://www.gallup.com/cliftonstrengths/en/290903/how-to-create-strengths-based-company-culture.aspx

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