3 Ways to Make Work Unsuck for Your Team

3 Ways to Make Work Unsuck for Your Team

Work can often feel like a monotonous and stressful routine, leading to disengagement and burnout for employees. As a leader, it’s crucial to understand the impact that unhappy and unproductive team members can have on the overall success of your organization.

In this article, we offer practical insights on how to foster a positive and fulfilling work environment that supports the well-being and productivity of your team. With these strategies, you can cultivate a motivation, innovation, and growth culture that benefits everyone involved.

1. Find a Higher Purpose

1. Find a Higher Purpose
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Employees who connect their work to a higher purpose are likelier to feel engaged and motivated. As a leader, it’s natural to worry about hitting targets, boosting the performance of those who don’t perform as expected while maintaining motivation for top performers.

While directing your team is one way to accomplish your objectives, a trust gap that continues to increase exists between leaders and workers, making it harder to lead by authority alone. Instead of just telling your direct reports what to do, aspire to inspire. 

When getting others on board with your ideas or initiatives, more than presenting the facts is required. To truly inspire people and turn their “have to” mentality into “want to,” you must establish a deep emotional connection with them. 

By understanding their values, goals, and motivations and tailoring your approach to appeal to these factors, you can turn your cause into something they feel passionately about. This approach can transform even the most mundane project or corporate initiative into a shared goal everyone is invested in, leading to greater engagement, commitment, and success. 

Sharing personal stories is a powerful tool for building connections with others. When we open up and reveal our vulnerabilities, it helps to create a sense of empathy and understanding. This sense can lead to the development of trust, an essential component of any meaningful relationship.

An example in an HBR article illustrates how a client grew substantially through a series of acquisitions over three years. When the corporate communications team churned emails highlighting new procedures and changes, it didn’t engage employees.

The great managers were able to tailor the new vision to each level of direct reports and explain why they should bother about the changes. They could inspire a supportive, self-propelling reaction from coworkers by doing this. By labeling and understanding emotions, we can make more informed decisions about managing and leading. 

At BPI and Most Loved Workplace, we are excited about labeling emotions related to employee comments to give employers a way to understand employees’ emotions better and act on them. Our higher purpose is to take employees’ feelings seriously.

Being a leader who persuades others through inspiration starts with connection. Increased empathy and relevancy lead to growth, heightened motivation, quicker action, and quantifiable outcomes. Before you and your direct report have your next meeting, consult the Communicator’s Roadmap to create an experience that will shift their response from “Sure, I can do that…” to “Count me in!”

2. Provide an Environment Where People Feel Safe Saying Whatever They Want

2. Provide an Environment Where People Feel Safe Saying Whatever They Want
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Creating an environment where people want to speak up and express their opinions is essential for a successful team. 

Psychological safety is a state of mind where individuals feel secure and confident in expressing their thoughts, opinions, and feelings without fear of negative consequences such as punishment, ridicule, or embarrassment. It creates an environment of respect and trust where individuals can communicate openly and take risks without fearing retaliation or social isolation.

Psychological safety is vital to remove blocks to innovation, collaboration, and risk-taking. When people feel safe to speak up, they’re more likely to share new ideas and perspectives, collaborate effectively, and take calculated risks that can lead to growth and success.

At Best Practice Institute, workplaces should strive to connect emotionally. Leaders should establish a culture that fosters genuine connections between team members, encourages communication, and promotes empathy. When people feel connected to one another, they are more likely to trust and support each other, resulting in a more productive and engaged team.

Creating an emotionally connected workplace requires effective leadership. A highly effective leader during uncertain and turbulent times needs to focus on five essential things: clarity, communication, connection, consistency, and compassion. A leader who focuses on these elements can create a safe and supportive environment where team members can thrive.

Organizational psychology also plays a crucial role in building and retaining high-performing teams. It studies human behavior in organizations and how it impacts work performance. It includes fostering a positive work environment, promoting work-life balance, and ensuring employees feel valued and supported. By understanding employees’ psychology and needs, leaders can create a workplace conducive to productivity and employee well-being.

The tragic accident of the space shuttle Colombia in 2003 is an example of what can go wrong when there is no psychological safety at work. Rodney Rocha, an experienced engineer, was selected by his team to convey their recommendation to observe the wing’s possible damage after a piece of foam struck it during the lift-off.

Despite his severe concerns about the mission’s safety, he had no choice but to keep quiet. However, when he tried to inform his superiors and request their attention, he was brushed aside and labeled a “Chicken Little.” As a result, the space shuttle disintegrated into pieces, and seven astronauts lost their lives.

Psychological safety will stop disasters like the Challenger explosion. The investigation revealed that the cause was the damage to the wing’s tiles, which Rocha and his team of engineers were trying to bring to the mission control’s attention. Rocha or anyone else on the team could powerfully voice their concerns without fear of retaliation or ridicule.

The events of the space shuttle Colombia in 2003 and the advantages of creating an environment where people feel safe to speak up are reasons anyone in our team can say what they want – significantly when it impacts the business.

In summary, creating a psychologically safe and emotionally connected workplace with effective leadership and understanding organizational psychology is essential to making work more enjoyable for your team.

3. Involve Them. When They Co-Create and Collaborate With You, They Become Part of the Work and Want to Bring It to Its Best Possible Outcome

3. Involve Them. When They Co-Create and Collaborate With You, They Become Part of the Work and Want to Bring It to Its Best Possible Outcome
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Co-creation and collaboration involve working together and including all parties in decision-making. When employees perceive their opinions and contributions are taken seriously and appreciated, they tend to own the project and work towards its success. This sense of ownership often leads to increased motivation and commitment to the work.

Involving employees in the co-creation process can also lead to better outcomes. Different perspectives and ideas can be shared, leading to innovative and creative solutions. In addition, involving these stakeholders in the process can help identify potential challenges or issues before they become problems.

Furthermore, co-creation and collaboration can lead to increased trust and stronger relationships. Individuals and organizations can build a sense of community and shared purpose by working together towards a common goal.

Overall, involving the team in the co-creation and collaboration process can lead to tremendous success and satisfaction for everyone involved. When people feel part of something bigger than themselves, they are more likely to be committed to the work and invested in its success.

Final Word

Creating a positive and fulfilling work environment is crucial for the well-being and productivity of your team. By finding a higher purpose, providing a safe environment for open communication, and promoting work-life balance, leaders can cultivate a culture of motivation, innovation, and growth that benefits everyone involved.

It is the secret to making work Unsuck for your team. As a leader, you must focus on empathy, relevance, and authenticity to inspire your team and foster a positive workplace culture. It is essential to prioritize team members’ emotional connection and psychological safety, which can lead to a more productive and engaged team.

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