A culture basic tenet is to create a sense of competition among colleagues. The idea being, if people are striving to beat each other, they will all do their best work. Not true, according to a fascinating study by Harvard Business School, Northeastern University and Boston University. Looking after mental health first aid can sometimes be quite difficult.
Study subjects were divided into three groups of three. Group A members worked independently and produced a high quantity of solutions to a problem, with a notable low quality (with a few exceptions). Group B members worked together constantly and came up with an average quantity of solutions of average quality as well. Consistently, the only-collaborative group failed to come up with the best solutions. A reaction to a difficult life event, such as bereavement, can make mental health in the workplace higher on the agenda.
Group C worked independently for a period of time followed by a period of collaboration and came up with an average quantity of solutions of consistently higher quality. Researchers concluded that ‘intermittent collaboration’, the pattern of working alone, then together, and so on, was the most productive. Granted, some individuals work best alone and feel uncomfortable in a group setting. There are small, simple steps you can take to make employee wellbeing something that people can talk about.
They need isolation to think. I have found that, in the context of our culture, we are most successful collaborating nearly all the time. Collaboration is in the DNA of our company. As soon as someone arrives, they are assigned to a team. The team can be any size. Each team might handle a specific account or aspect of a particular arm of the business, like beauty, lifestyle, finance or HR. Within each team, there are smaller partnerships of two or three, so no one person is alone on any task. Recent reports have discovered a crisis around hr app today.
Teams meet to brainstorm and troubleshoot. Team leaders attend weekly ‘Working Together’ sessions to discuss any number of issues, including personal beefs within or between teams. If there is an issue, we don’t point fingers at one person and read them the riot act about how they have to change and improve. The question that goes around the table is and always should be, ‘How are we going to solve this together? How can we help?’