Workplace Synergy
• Workplace synergy
• Can be defined as collaboration of individuals who combine their efforts to
enhance their achievements and attain high level of performance in the
work- place
• Teamwork and Synergy (comparison):
• teamwork simply describes the act of working together or collaboration
among team members, whereas
• team synergy is when the collaboration among team members reach its full
potential
• Example:
• If Teamwork can be seen as ‘climbing the mountain’ then
• Synergy can be regarded as reaching the peak of the mountain
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Building workplace synergy - techniques
1) Improve workplace communication
• Effective communication amongst team members very important
• It makes members of express themselves openly
• Can boost their sense of belonging to the team or company or workplace., hence
enabling a healthy workplace
• It fosters trust and reduces misunderstandings
• Etc
2) Empower team members or employees
Examples:
• Allowing team members to use their skills, talents and power to do the work
• By so doing it shows the workers or team members that their managers have
confidence and trust in them
Building workplace synergy (continues)
3) Encourage or promote Team collaboration
• Collaboration – team members working together efficiently, e.g.,
• To brainstorm new ideas;
• To complete projects, etc
Note: Collaboration – can be achieved through various initiatives such as
• Encouraging open communication
• Undertaking some team building exercises, retreats, thus enhance team bonding and
reducing conflicts
4) Regular Feedback and Communication Loops
• Team members to be given regular feedback to allow them to
• Share ideas,
• Raise concerns, and align goals
Building workplace synergy (continues)
5) Sharing vision, values, and goals
• This brings everyone together in pursuit of reaching common goals
• Enables team members to overcome their differences because they are
aware of a common objective they all are working to achieve.
6) Clarifying Roles and Responsibilities
• Clearly defining roles and responsibilities prevents confusion and conflict
• It ensures everyone knows what's expected of them, leading to effective
collaboration and improved team performance
Building workplace synergy (continues)
7) Training and Development Sessions, example – it helps:
• equipping team members with the necessary skills and knowledge to
perform their roles efficiently,
• team members grow personally and professionally, fostering a sense of
belonging and commitment to the team
8) Celebrating Successes and Learning from Failures
• Recognizing and celebrating team successes
• This can boost morale and foster sense of unity amongst team members
• Learning from failures can help the team improve and grow stronger
Building workplace synergy (continues)
9) Diverse and Inclusive Team Composition
• diverse team brings different perspectives, skills, and experiences
• This diversity can lead to innovative solutions and improved problem-
solving
Conflicts at the work place
• Six Common Workplace Conflicts
1. Interdependence/Task-Based Conflicts
2. Leadership Conflicts
3. Work Style Conflicts
4. Personality-Based Conflicts
5. Discrimination
6. Creative Idea Conflict
Workplace Conflicts (continue)
1. Interdependence/Task-Based Conflicts
• The disagreements arise in an interdependent project network when
• individuals coordinate their tasks so that everyone can successfully get their part
done.
• Example – in building construction work when the brick worker awaits electrician to lay
electrical conduits on the foundation floor before the brick layer can pour in concrete
for slab. If electrician delays that can delay brick worker’s job hence causing conflicts
Workplace Conflicts (continue)
2. Leadership Conflicts
• Managers have different leadership styles, and
• Team members can react differently to those leadership styles.
• Some managers or leaders are easily approachable, others not.
• Some managers or leaders are highly technical and strict on rules and
deadlines, and others not and are hardly seen.
• To avoid potential conflicts;
• Mutual respect of differences throughout the company should be emphasised.
Workplace Conflicts (continue)
• 3. Work Style Conflicts
• People have different work styles.
• Some people prefer to work in groups while others do their best work alone.
• Some people need no extra direction to complete a task, while others like external
input and direction every step of the way.
• Some people get more work done under pressure, and others like to knock their
tasks out early.
Workplace Conflicts (continue)
4. Personality-Based Conflicts
• People are all different, and
• At times it’s not easy to work with someone who you do not go along with his/her
personality or character.
5. Discrimination
• Example - harassment or discrimination going on due to age, race,
ethnicity, gender, etc
Workplace Conflicts (continue)
6. Creative Idea Conflict
• Conflict when it comes to idea brainstorming.
• Employees need to recognize the ideas of others, voice their own, and
• Gather the best pieces together for a best solution
How to resolve the conflict/ Conflict
resolution
1) Acknowledge that a difficult situation exists.
• Honesty and clear communication play an important role in the
resolution process.
• If you are a manager get familiar with what's happening and be open
about the problem
2) Give individuals opportunity to express their feelings.
• Some feelings of anger and/or hurt usually accompany conflict
situations.
• Before any kind of problem-solving can take place, these emotions
should be expressed and acknowledged.
Conflict resolution (continues)
3) Defining the problem
• Defining the cause of the conflict will help in understanding how the issue started.
• Team members affected need to agree on what the issue is and discuss needs that aren't being
met on both sides.
• Problem should be discussed professionally without accusing either member
• Determine underlying need
• The goal of conflict resolution is to reach a solution that everyone can live with.
• Look first for needs rather than solutions,
• Example:
• try to find out why people want the solutions they initially proposed.
• Once the advantages of their proposed solutions are identified, the needs have been determined
4) Find common areas of agreement, no matter how small:
• Agree on the problem
• Agree on the procedure to follow to resolve the problem
• Agree on some small change to give an experience of success
Conflict resolution (continues)
5) Find solutions to satisfy needs
• Problem-solve by generating multiple alternatives
• Determine which actions will be taken
• Make sure involved team members buy into actions.
• Note:
• Total silence may be a sign of passive resistance
• Be sure real agreement is obtained from everyone.