How to Improve Communication and Teamwork in the Workplace

Ford, one of the largest corporations in the world, is a big believer in teamwork. Teamwork offers more benefits than solo work. Teams produce better output, less errors, and quicker decision making. The core reason teams perform better than solo work is synergy, or the combination of efforts that produce better results than the sum of those efforts. The key to teamwork is finding a way to harness this power.

Communication

One of the key aspects of effective teamwork is communication. Managers and leaders must use communication to establish connections and foster relationships. Nonmanagers, too, must use communication to develop connections with their coworkers. Likewise, communication is a powerful tool for everyone to share ideas and communicate their needs. Here are some tips on how to improve communication and teamwork in the workplace. Let's get started.

Communicate frequently and honestly. Teamwork is only effective if employees communicate about tasks and strategize together on how to accomplish the task. Divide the work into smaller groups and hold regular meetings to discuss and delegate tasks. Communicating with teammates keeps everyone up to date on the work of each member. Similarly, monitoring teamwork is an excellent way to know how each individual is progressing and how they can help their coworkers.
Goals

Setting clear expectations and goals is critical in motivating employees to achieve more. Providing clear definitions of roles and responsibilities allows employees to visualize how they will contribute to the goal. Using workflow maps and a collaborative mindset will help employees visualize tasks and collaborate with others on the same goals. Setting goals and objectives together will help managers measure employee performance and ensure that all team members are working towards the same vision. Team members will feel more motivated and empowered to perform their job roles.

Expectations

A successful research project can be difficult to complete if every person in the team feels that their contributions are undervalued. Team members who feel they are constantly being second-guessed by superiors are less likely to bounce back after a setback and become paralyzed when faced with a problem. In addition, leaders who worry that the resilience of an organization will be compromised by high expectations can weaken the team and make it difficult for individual contributors to meet those standards.

Lack of clear communication can have disastrous effects on a team. Lack of clear communication among coworkers can lead to poor performance, disengagement, and poor engagement. Furthermore, unclear communication can lead to conflict with other employees. In the long run, unclear expectations can also result in bad employee relations and lower turnover rates. So, it is essential for managers to be clear in setting up their expectations to avoid these issues.

A clear set of expectations helps employees cope with stress and keep morale high. A formal document for your expectations can help your team feel more serious about meeting these expectations and provide documentation for your employees to hold themselves accountable. The best managers build relationships with their employees to keep everyone on track and focused. When you have a team that has mutual respect and understanding, it will be easy to establish trust and encourage teamwork.

It is imperative to set clear expectations for each team member. Without clear expectations, employees are not motivated to work well together. In fact, if you don't set clear expectations, you are setting the stage for a downward spiral in productivity. And if you don't manage your expectations well, you will find your team members unable to do their jobs effectively. Instead, they will simply be more frustrated.

Conflict resolution

To resolve a conflict between coworkers, you can start by identifying the cause and the impact of the issue. Then, focus on the issues that affect work, and listen empathically and objectively to both sides of the argument. If you are unable to resolve the conflict, consider reorganizing your team or making some organizational changes. A new leader can also help improve the dynamic of the work environment by setting the right tone and setting expectations for all team members.

Consider using formal conflict resolution assessments to assess your workplace culture. Formal 360-degree assessments can help your employees develop a more realistic view of themselves and their strengths and weaknesses. Additionally, regular round-robin feedback sessions can foster open communication and address divisive issues. Ultimately, conflict resolution can make your team more effective and stronger. But how do you resolve conflict when teaming up with coworkers for better performance?

First, identify the root of the conflict. Do you want to resolve the conflict quickly, or are you concerned about your coworkers' wellbeing? Once you identify the cause, the next step is to reach an agreement. In most cases, a conflict is better resolved when everyone involved agrees on a resolution. However, some workplaces are not flexible enough to handle a conflict resolution session with each team member alone. If it cannot be resolved through communication, the conflict resolution process may need the help of HR personnel, the supervisor, or the organization's management team.

During this process, it's important to remain calm and open to each other's perspective. While you might feel the need to vent your frustration, it's best to let your coworkers air their issues and try to understand them. A lack of communication could lead to misinterpretation and misunderstanding. By listening carefully to what the other person is saying, you'll be better equipped to compromise and collaborate.
CliftonStrengths®

The benefits of CliftonStrengths assessment are numerous. Not only do you learn about your employees' individual strengths, you also get to understand their motivation and how they work best together. Moreover, CliftonStrengths can help you create better team dynamics, encourage better conversations, and boost collaboration among employees. What's more, the assessment can give you a common language for talking about strengths and navigating difficult issues.

A well-rounded team requires each person to use their strengths in a unique way. Using your CliftonStrengths helps you go beyond traditional team styles and develop your coworkers' natural talents. Your team will be more effective if everyone has a unique combination of strengths, including leadership and management. Your coworkers will also appreciate your strengths more, which will lead to better results for all.

Taking a CliftonStrengths assessment will help you assign new employees the right role and responsibilities. With the results of the assessment, you will know where to focus extra training and where to assign additional tasks to employees. CliftonStrengths can also help you adapt on the fly. For example, if you have employees with the Activator strength and Command strength, you can take on unexpected jobs.

When recruiting new employees, your strengths-based approach is a great selling point. Prospective employees may not know about CliftonStrengths, so it is important to explain why the CliftonStrengths model is essential. Otherwise, you risk a negative employee experience. So, be sure to explain your CliftonStrengths approach at your next interview.