Human Resource Management

HRM Guide World HRM Guide USA HRM Guide UK About HRM Guide Student HRM Jobs/Careers HR Updates Facebook
HRM Guide Updates
Search all of HRM Guide

3 Benefits Of Creating a Collaborative Workplace Culture

By Jori Hamilton

collaborative workplace culture

Image Source: Unsplash

November 22 2022 - Collaboration is crucial to the success of all businesses. A collaborative approach can improve your company culture and ensure that your departments work in synergy.

Collaboration can also spark innovation and growth. Businesses that cherish collaboration are often at the forefront of breakthroughs and can respond to challenges and threats much more quickly than their rivals.

But creating the right collaborative workplace culture can be tricky. Itís easy to get collaboration paralysis, and a constant need for democratic thinking may even slow your workplace down.

As an HR professional, you can help instill a culture of collaboration by understanding the benefits of teamwork and instilling best practices.

Agility

A collaborative approach means that you have your best minds working on your most pertinent problems. This can be particularly important if you face a threat due to uncertain supply chains, global issues impacting consumer behavior, or are simply trying to outperform a rival.

These insights are echoed by data collected by McKinsey. The McKinsey institute found that the most agile businesses today are "reimagining the entire organization as a network of high-performing teams." This collaborative approach to organization yields operations efficiencies and improves the customer experience.

The McKinsey report found that businesses that use collaboration to improve agility benefited from a 30% increase in operational performance and speed. Those businesses were also ranked as more innovative than their less collaborative rivals and received higher employee engagement.

As an HR professional, these insights should be music to your ears. By embracing collaboration, you can create a culture that is more efficient, engaging, and less prone to error.

Reduce Errors

Human error is inevitable in all businesses. However, some errors can be avoided by embracing a collaborative workplace culture.

A collaborative culture embraces conversations and ensures that all employees feel heard. This can help you identify potential causes of human error and reduce the risk of things going wrong in your workplace.

For example, if you work in an industry like construction, you can reduce the risk of human error by hosting opportunities for communication. Creating a forum that encourages communication can help employees come forward with their concerns without fear of retaliation. In the long run, these opportunities for collaboration will improve your operational efficiency and reduce the risk of future human error.

A collaborative culture can also reduce errors being made at the operational level. Business leaders make mistakes when they donít have the insights of everyone involved. By encouraging collaboration, you can ensure that leaders donít roll out an ineffective policy or make operational changes that damage efficiency.

Improve Buy-In

Employees are more likely to buy into your business when they feel heard and respected. A collaborative culture can improve employee buy-in by giving every member of staff a chance to voice their opinion and work on cross-departmental projects.

Itís worth noting that some collaborative projects are more important for employee buy-in than they are for your bottom line. Simple collaborative projects, like redesigning your office space together or creating an internal newsletter donít necessarily increase your profits, but they will make for a happier workplace.

You can even use cross-departmental collaboration to improve your own work. For example, before training a new batch of employees, consider reaching out to existing employees and learning from them. Learning from your current employees is a great way to improve your training protocols and will help existing staff feel important and valued.

Collaboration Tips

The idea of creating a collaborative workplace culture is alluring. However, actually creating an environment that fosters collaboration can be difficult. As an HR professional, itís your job to create the right conditions for collaboration to occur.

Ensure that all remote employees are given equal opportunity to collaborate with their peers. Making time for communication can improve the morale of remote employees who may usually feel isolated or lonely. Hosting a 10-minute virtual "coffee and conversation" meeting can make a huge difference in employee motivation and help hybrid workers feel part of the larger team.

Additionally, increased communication and collaboration between your employees, especially remote employees, can help combat the negative effects of burnout. Sharing the scope of a project and even socialization can keep your employeesí heads in the game without tearing them down.

Of course, simply instructing employees to "be more collaborative" is ineffective. Instead, try to create specific opportunities for collaboration and communication. For example, if youíre working on a project that involves finance and marketing, consider creating collaborative opportunities like planning team-building exercises or training packets for new hires. Even if these tasks arenít in their job description, you may find that they come forward with plenty of helpful suggestions.

Gaining insights from all employees is important, but you should limit the number of people who work on collaborative projects. Itís easy to end up with "too many cooks in the kitchen" when working together. So, rather than inviting every employee to drop in on projects, put together interdepartmental task teams who have clear goals, roles, and timelines.

Conclusion

Collaborative culture can help you achieve a more agile, error-free workplace. As an HR professional, youíre in a great position to get the ball rolling with cross-departmental work. Put the call out for collaborative projects and choose a few interested folks from each department. Remember to involve remote employees, too, as they may be feeling a little isolated.

More HR Articles


About the author

Jori Hamilton

Jori Hamilton is a freelance writer residing in the Northwestern U.S. She covers a wide range of subjects but takes a particular interest in covering topics related to business productivity, recruitment, HR, and marketing strategies. To learn more about Jori, you can follow her on Twitter and Contently.



 
 
Ebay
 
  HR Books on Ebay UK
 
  HR Books on Ebay USA
 
  HR Books on Ebay Canada
 
  HR Books on Ebay Australia
 
  Business Books on Amazon UK
 
  Business Books on Amazon US
 
  Business Books on Amazon Canada

Successful Onboarding

Successful Onboarding: Strategies to Unlock Hidden Value Within Your Organization Mark Stein and Lilith Christiansen
  Fact: 1/3rd of all external hires are no longer with the organization after 2 years. What can you do about it? In a word: onboarding.
  More information and prices from:
Amazon.com - US dollars
Amazon.ca - Canadian dollars
Amazon.co.uk - British pounds
Amazon.de - Euros
Amazon.fr - Euros


The HR Answer Book

The HR Answer Book: An Indispensable Guide for Managers and Human Resources Professionals by Shawn A. Smith, Rebecca A. Mazin
  The HR Answer Book addresses 200 questions that every employer needs to deal with. Accessible and concise on-the-job companion.
  More information and prices from:
Amazon.com - US dollars
Amazon.ca - Cdn dollars
Amazon.co.uk - UK pounds
Amazon.de - Euros
Amazon.fr - Euros



HRM Guide makes minimal use of cookies, including some placed to facilitate features such as Google Search. By continuing to use the site you are agreeing to the use of cookies. Learn more here

Contact
HR Directory
Privacy Policy

Anything But Work
British Isles
Psychology Articles
Job Skills
Copyright © 1997-2022 Alan Price and HRM Guide contributors. All rights reserved.