If you have these symptoms, you might be struggling.
"Effective communication and trust are lacking."
"Turnover is too high."
"We have no unified team goal."
Departments operate in cliques and silos. Pressure placed on management impacts teams at the front lines. Teams work hard without feeling appreciated, doing just enough work to get the carrot or just enough to avoid the stick.
The old way isn’t working.
Google’s quest to build the perfect team uncovered that the #1 indicator of a high-performing, innovative team is the psychological safety and trust that develop solely through social connections.
68% of employees are disengaged and disconnected at work, which costs companies $450-550 billion per year in lost productivity.
Connected and engaged employees are 87% less likely to leave an organization.
Turnover costs can be as high as 100-300% of an employee’s base salary.
Stats from Google’s Project Aristotle and Gallup’s Employee Engagement Survey
If you want to have high-performance work teams, you’re going to have to:
Get people with different personalities to trust and understand each other
Increase creative problem solving and reduce “blaming culture”
Start spending company money in a way that motivates employees to help one another
Your team (and your boss) are counting on you to build a culture and a workplace that is worth showing up to!
You can get there.
There’s a solution (and it’s a fun one).
Be proactive by improving employee engagement and performance.