Creating a More Collaborative Work Environment
Some companies, some services are less prone to conflict than others. In some companies, absences, resignations and litigation procedures are exceptions. These companies, where life is good, have developed a culture of collaboration based on respect and listening between people and departments.
How is this culture developed? Through a corporate culture based on shared values, through charters of ethics and mutual commitment, through an organization where responsibilities are clear and shared.
And finally, through an adjusted management that minimizes the risks of conflict.
Values to facilitate collaboration (8'59)
65% of large companies now have a document in which their values are mentioned (agreements, charters,…). Even if most of them are accepted by employees, are these values implemented? And can they facilitate collaboration between employees or even avoid internal conflicts?
In this video, we will see the benefits of implementing values in the company and how to put them in place.
The relationship charter or code of good conduct (8'05)
They are called ethical, relational, deontological charters, Charter of Values or courtesy charters. They have gradually developed over the last ten years in the corporate world.
Similar to a code of good conduct, these charters complement the company rules included in the internal regulations.
Let’s discover in this video what forms these charters can take, what their legal value is and how to implement them.
Mutual commitments charters (6'28)
Most projects take on the colours of transversality, forcing departments to work together, … and making them interdependent in their actions and innovation.
How can we encourage cooperation between departments whose organization and culture are sometimes at odds with each other?
Here is the presentation of a practical tool, the Mutual Commitment Charter. It will make inter-departmental cooperation more fluid and facilitate the resolution of conflicts between different entities.
Clarifying roles and responsabilitues to avoid conflict (9'22)
What is it that often creates conflict in teams?
Unclear roles and responsibilities between colleagues or in a manager-managed relationship, or even in the relationship with customers. Both are sending back each other a case.
Or they want to be the only ones responsible for a file.
Here are 3 solutions to avoid the conflict due to this lack of clarity of roles and responsibilities.
Minimizing the risk of conflict (8'20)
Employees say that the top-rated company, the one where it’s really nice to live, is their own company.
While waiting for everyone to set up their own company, in this video I suggest 4 keys to minimize dissatisfaction at work and avoid the spread of conflict.
Authorize divergent thinking, Be clear and transparent, Consult before deciding, And focus on cohesion.