{"id":14686,"date":"2018-01-25T12:20:32","date_gmt":"2018-01-25T10:20:32","guid":{"rendered":"https:\/\/www.hubgets.com\/blog\/?p=14686"},"modified":"2018-01-26T13:34:37","modified_gmt":"2018-01-26T11:34:37","slug":"teamwork-nurture-trust-company-rules","status":"publish","type":"post","link":"https:\/\/www.hubgets.com\/blog\/teamwork-nurture-trust-company-rules\/","title":{"rendered":"3 Company Rules That Nurture Trust and Teamwork"},"content":{"rendered":"

Teamwork is what makes a team effective and efficient. The way individual performances come together directly affects the whole. In essence, teamwork is synergy. Or making the whole greater than the sum of its parts. More than anything, what holds this synergy together is trust. In fact, team trust is what makes team work happen. Without trust, you do not have a team. Rather, you have a misaligned group of people.<\/p>\n

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Many organization policies today still hit hard against team trust. As a result, teamwork has to suffer. Is it not ridiculous, for example, that so many organizational rules make you reminisce of childhood? From doctor?s notes to making a big fuss overall minute lateness. Today?s world is one of flattened hierarchies, co-working spaces, flexible schedules. Yet, there seem to be so many organizations that still punch the 19th<\/sup> century clock. At least when it comes to work-related rules.<\/p>\n

In truth, some rules, such as promoting and protecting diversity, are hot-issues right now. And hopefully change is on the way. Meanwhile, however, there are many minor rules. And changing them helps improve team trust and teamwork. To sanitize company rules so that you nurture trust and teamwork, read on.<\/p>\n

Rule 1: Work with flexible schedules<\/h2>\n

Teamwork is an organic process. It’s flexible, and so should be your schedule. People come together, offering their best at the right time. Trying to force a rigid mainframe onto this process can do more harm than good. Sure, it makes everything click at the right time. But oftentimes the quality of work has to suffer. Indeed, it worked very well for factory workers a century ago.<\/p>\n

However, many occupations today are rather different. It is the personal qualities of your hires that matter now. To explain, it is what they bring to the table in value and creativity. Both of these are what you want to develop. The modern worker is, often enough, a knowledge worker. Hence, you need to make the rule about the work, as?it is more motivating<\/a>, and not about the worker.<\/p>\n

A flexible teamwork example<\/h3>\n

Let?s consider an example. Suppose organization A uses team decisions<\/a> and aligns teams<\/a>. Marketing Steve needs to meet with R&D Angela and several other people to work on a new strategy. They will have to organize a meeting<\/a>, set common objectives<\/a>, organize their bits and pieces. Moreover, they will spend about 60 minutes brainstorming. Sounds like teamwork!<\/p>\n

Grow your business faster with better team communication!<\/h3>