Cultivating a Culture of Mutual Support

Cultivating a culture of Mutual Support

 

During the research, it was highlighted that, while everyone is accountable for their own professional development, seeking assistance, mutual support and networking with others are essential for achieving success.

As more professional firms adopt a remote work environment, it is more crucial than ever to preserve a positive company culture. The “Great Resignation” has already upended various businesses in which employees report unsatisfactory working conditions, resulting in labor shortages in a number of marketplaces. Therefore, contemporary leaders must work on establishing a culture that makes individuals want to stay.

To assist, a panel of Young Entrepreneur Council members provided suggestions for how leaders might improve their workplace environment, whether remote or not. Follow their suggestions to create a culture where individuals collaborate and assist one another voluntarily.

 

Mutual Support

 

Mutual support is the providing of task aid, social support, and feedback, as required, to one or more team members. In other terms, mutual support is behavior that benefits both the individual and, consequently, the team as a whole. 

The subject of mutual assistance developed from the tips and anecdotes given – how we can all assist one another on our respective career journeys. Networking, volunteering, and mentoring can all facilitate mutual assistance. Networking may sound complicated, but at its foundation, it entails fostering professional community and connection. The Researchers gave practical advice such as:

  • Join new projects or teams that attract your interest as a volunteer.
  • Question current coworkers about their work
  • Maintain contact with former coworkers
  • Attend professional functions.
  • Serve on a charitable board

These activities, whether performed at work or as a volunteer in one’s own time, serve to enhance skill sets and provide opportunity to network with people and learn about new initiatives, responsibilities, or jobs.

 

The benefits of support

 

Teams that offer and receive support from one another

  • Are more effective
  • Make fewer errors
  • Is capable of making its own adjustments.
  • In an acceptable manner, divide up the tasks and responsibilities.
  • Adjust the distribution of tasks when it is necessary to do so
  • Are more resilient

 

How to cultivate the culture of Mutual support

 

1. To get started, you need to determine your values

 

Community is established via the pursuit of common objectives and interests. To begin, compile a list of your team’s most important guiding principles and make it a point to live by them on a daily basis. When values are aligned, it is simpler and more successful to have open communication, empathic leadership, and to collaborate as a team in general. – Shay Berman, Digital Resource.

2. Provide Rewards for Positive Behaviors

 

Take a look at the incentives that you offer and the things that people are commended for. When people are commended for putting in a lot of effort and doing everything on their own, it does not foster an environment that is supportive. If an employee receives a bonus because they made the first move to organize a new training program for new hires that they believed would have been valuable, then this is a fantastic way for the company to show that it values people who are supportive of others and show appreciation for those who do so. – Kelsey Raymond and the Influence & Co. team

 

3. Create an atmosphere of trust and psychological security

 

Develop a culture that is focused on achieving goals and that encourages trust and a sense of psychological safety. Give your staff the freedom to select when they get their work done to communicate to them that you trust them and value their contributions. This allows employees the flexibility to work at times that is most conducive to their productivity. Creating a setting where employees feel comfortable making mistakes and learning from those mistakes is an essential component of psychological safety. — Jared Weitz, President and CEO of United Capital Source Inc.

 

4. Establish a Method for the Public Acknowledgment of Others’ Achievements

 

Develop a method for your team to publicly recognize the contributions of other members of the team. In addition to making these comments public, you should have them promote the principles of your company. As an illustration, we make use of hashtags on these expressions of thankfulness that are congruent with the ideals of our organization (be bold, be human, be an owner). Make advantage of these comments as well as the comments that provide support as a guide on how to employ quarterly incentives and other bonuses. – Miles Jennings, from the website Recruiter.com

 

5. Align Key Performance Indicators to Promote Support

 

Make sure that the key performance metrics are aligned, and give workers reasons to help each other out by giving them rewards. A culture of non supportiveness can develop, for instance, on a sales team in which individual sales representatives are forced to compete against one another. However, if you make sure that the key performance indicators (KPIs) that individuals have are focused around supporting the goals of other people, you will have a culture in which everyone is pleased and supportive of one another. Cody Candee and Bounce.

 

6. Strive for a Better Balance between Your Work and Personal Life

 

Do not make an effort to coerce the culture of your firm into being more supportive; doing so will come off as fake and will only serve to increase the stress levels in the office. Instead, you should concentrate on creating a better balance between work and life for your staff. You may make the organic development of a culture that is more supportive in your company by reducing the amount of stress and strain that is experienced there. – Bryce Welker. 

 

7. Strive to Strike the Proper Tone

 

The first step in fostering a positive and encouraging environment within an organization is establishing a tone that is set not just by one member of the leadership team but by all of the members. Respectful, cognizant of the subordinate team members’ humanity, and completely involved in direct talks should be the tone that owners and managers use toward them as they interact with subordinate team members. This sets an example for how everyone in the organization should engage with one another and serves as a guide for future interactions. Richard Fong, from the website SecurityForward.com

 

8. Put an Emphasis on Communication and Empathy

 

When their feedback is taken into consideration and they see results, people report feeling more supported. The HR department of your company should make it their duty to establish clear channels of communication that are always open so that employees may freely express themselves in a professional setting. After that, HR needs to take action to address any problems or concerns that could improve how well they serve and support your team.

Finally, if you would like to learn more about the WorkCompass and how our product can help your organisation. Contact us today.