People working together in a team can create great things together. But it can also result in a lot of friction, conflicts, and misunderstandings. If your team or department members are finding it challenging to work together or communicate efficiently, here are 6 tips that could help you improve team collaboration and communication at work. Collaboration is the ability of individuals or groups to work together towards a common goal—that is, the ability to do things together rather than alone or as adversaries. To collaborate well, individuals must be willing to share their knowledge and experience with others; they must understand what they personally bring to the table; they must accurately assess others’ intentions; and they must develop methods for resolving differences without damaging relationships.
Communicate with clarity
Communicating clearly helps teams avoid misunderstandings and misaligned expectations. It is important to understand your team members’ communication styles first and then work with them to adapt that communication style into the department or team's communication style. What all members should aim to do is keep the communication as effective as possible to create the desired outcome. One effective way to do this is to keep your communication short and to the point. Set ground rules for what communication should happen in what mediums. For example, urgent conversations shouldn't happen over email, but in person. Once discussed, that conversation should be distilled down into a concise email to send to the group.
Celebrate wins together
Celebrating successes together is a great way to keep morale high, maintain positive energy, and boost collaboration in an organization. This can be overwhelming when there is pressure to move onto the next project or task. There are ways to mitigate this, with one being creating mini cycles of work where there is built in time to reflect, learn and celebrate. This is often overlooked and missed because of the pressure that comes from "there just isn't the time". But a small adjustment to making shorter work cycles can actually give your group the space needed to function more effectively and celebrate successes. It also helps to sustain commitment to the team’s goals and objectives. When individuals feel a sense of belonging and feel appreciated, they are more likely to invest their time, energy, and creative talents in the success of the team. Celebrations don’t have to cost a lot of money. It can be as simple as recognizing the accomplishments of team members during a team meeting, or wishing someone happy birthday. Celebrations can be simple and meaningful ways to bond your team.
Establish boundaries and ground rules
Boundaries help you set the expectations for how you and your team will interact with one another. Start with a simple review of roles and responsibilities. Do they cover the work the group is actually being asked to do? If you have clear boundaries and rules, you’ll be less likely to experience conflict. When team members understand the social norms of the group and are aware of how they should relate to each other, they are more likely to succeed as a team. When a team has clear boundaries and rules, team members know how they should interact with each other. You don’t have to spend a lot of time debating rules and boundaries. Just put them on the table and include them in your initial meeting. Write them down and post them on the wall where everyone can see them.
Ensure equal participation
When team members feel like they have a voice in the decision-making process and are involved in different aspects of decision-making, they’re more likely to feel like they belong on the team and be committed to the outcomes of the team. When teams are formed, the tendency is to put together a group of “experts” with certain skill sets and have them solve a problem or complete a project. While this is a great way to find solutions, it doesn’t always build a team. When you put together a group of experts, you typically don’t have equal participation. You’re likely to have people who are more outspoken and others who are less vocal. Building a successful team is more important than building a successful project. If you want your team to be successful, every member must feel like they have a voice. You need to encourage every member to share their ideas and be willing to listen to others’ ideas.
Have regular touch points
Regular team meetings, team outings, icebreakers, and team-building activities can help team members feel a sense of belonging and connection with one another. When team members feel connected and like they are working towards a common goal, they are more likely to be collaborative, supportive, and committed to the team’s success. While these activities aren’t a cure-all, they can help to build strong relationships, clarify expectations, and create opportunities for team members to get to know each other personally. When you meet with your team regularly, you create an environment of accountability and help to build relationships and trust. Regularly meeting with your team members is an opportunity for you to get to know each other better and for the team members to get to know you better.
Check in with your team members
Checking in with team members can help you understand how they are feeling, what their thoughts are, and what they are struggling with. You can also use this as an opportunity to offer your support and let your team members know that you are there for them. You don’t have to have some major issue on your mind when you check in with your team members; you can also just ask how their day is going, how their family is, or how they’re feeling. When you check in with your team members, you show that you care and that you want them to feel comfortable sharing their thoughts and ideas with you. When you check in regularly with your team members, you create an environment that is inclusive and collaborative. You give your team members the opportunity to share what is going on with them and what they need from you.
End Note
Often the tips noted in this article are ones that companies are familiar with and know already. We have found that there is often a resistance to implement some of these changes from managers and staff alike, imbedded in a company culture that almost gives an emotional response to even the suggestion of change. We have often heard "we tried that, it doesn't work here", or similar objections to embracing this approach. If the mission or goal of the department is clearly set, the roles and responsibilities defined and the workflows and communication established, then those that want to succeed will quickly adjust. It becomes apparent very quickly those that are fighting to maintain some sort of control or dominance over 'their' work, versus those that are working towards the company objectives and are interested in succeeding together.
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