Status Quo
Nowadays, organizational changes are coming thick and fast, and we experience working together as more topical than ever.
Companies are under pressure. Changes in management take place, positions shift and redundancies occur. Reorganizations are sometimes unavoidable.
If we look at the current developments in the workplace, we find that organizational changes follow each other at short intervals, the mutual dialogue leaves much to be desired and there is a gap between management and personnel. As well as resistance, declining motivation and even loss of productivity.
Scientific research has shown that we lose 27% of effective working time when there are inconsistencies within a team. In other words, “we’re wasting a quarter of our effective working time.”
I sometimes wonder how it can be that some teams are made up of qualified experts and still perform below the expected level?
Despite the increasing number of changes, flexibility and commitment are still expected from employees. This often leads to problems within the company – at all levels. For example, when it comes to visions, people are divided, employees feel abandoned or misunderstood, and characteristics are not used. The connection is gone and the dynamic among colleagues leaves much to be desired. There is hardly any talk of cooperation anymore. “Then employees prefer to work together with, yes, themselves”!
So how do you prevent competent employees from working as an incompetent team?
There are also companies that are growing again despite thinner staffing levels. When it comes to change, one thing is certain: people fight back. While the performance of companies is getting better or at least needs to be equivalent. This requires good entrepreneurship and a willingness to take risks.
In areas where interests play a role, differences of opinion arise and tempers are heated, you don’t have to teach anyone to resist.
But it is precisely when we bridge the differences, when we join forces, that this enables efficient work, more enjoyment of work and ultimately higher productivity. With the established results as the norm.
The quality of the exchange ultimately determines the level of cooperation and performance. The management and the employees create the right conditions together and determine their own course of action.
Working together means realizing together: based on a shared vision and with psychological security, for a secure basis. To be able to bring up practically anything
So there is room for interaction, appreciation, but also vulnerability. The acceptance of change is not a single moment, but a process.
With the goal of succeeding as a team instead of failing as an individual!
Together Everyone Achieves More
A team is more than a group of people. Knowing who you’re working with is important. Above all, a top team knows how to treat each other.
With actual collaboration, we eliminate friction and create space for the team. Connecting employees with each other enables effective collaboration.
Mutual trust grows and people listen to each other again. New connections are emerging: from individual behavior to visible team behavior, from the tormenting team to the top team. Always with “the human being” at the center. This brings employees back to their power and allows them to excel at what they are good at.
In the name of the DISG Dining Team
Frank Lemeer
Department: Focus on Human Resource Management and Education
“Promoting personal potential, creating new connections:
The transition from individual to synergetic team behavior.”
Certified trainer for the persolog© personality model at KAIROS Partner AG Switzerland and Q4 DISC Certified Professional Associates (CPA) by SynQues The Netherlands