Transforming your team from “me” to “we” will motivate your employees to help each other out. Tradie HR director Leigh Olsen explains.
“There’s no ‘I’ in team”, or “Team work makes the dream work” — common sayings you’ve probably heard thrown about in the workplace.
To be honest though, these sayings often come across as tokenistic or just plain annoying when thrown into the average team meeting or lunchtime banter.
However, recently I heard a great one that really resonated with me: “Less of me and more of we”.
It’s a saying so simple, yet deliberately powerful in its message. A saying that, if applied more often in the workplace, would help elevate individuals, teams and businesses.
Over the years, I’ve seen some great examples of bosses shaping their workplaces around the team — adding more of the “we”, than the “I”.
Recently, one of my legendary tradie clients got rid of individual bonuses, instead focusing on a team-based incentive programme, designed to reward the whole group for reaching company goals.
How did he measure it? He added in great metrics such as completing a project ahead of schedule, getting fabulous customer feedback, and checking in on google ratings.
The result? His team started looking out for each other as they wanted to succeed. It also meant that any slackers didn’t stay slack for too long! A simple change to motivating his team produced a massive result.
So as you roll up your sleeves into 2025, what can you as a business owner or manager do to thread in more of the “we”-based initiatives to help employees create a better team and drive your business results?
Some great ways include the following:
• Be transparent and share: Of course, there are some things that are commercially sensitive and need to be kept confidential, but where you can — share.
Share how the company is going and where the company is headed. What goals does the company have? Do your employees know what your targets are? The more they know, the easier it can be to get them on board your company bus and heading in the same direction.
• Celebrate team successes, not just individual wins: If you want to encourage your staff to work together as a team, celebrate the team’s successes and openly recognise them with morning teas or lunch. Sometimes a decent sausage roll can go a long way!
Add to this where you can and organise appropriate outings that the team will enjoy — not just a trip to the pub, but something that will bring the team together in a positive way and reinforce great relationships.
Try volunteering as a team, taking the skills you have on a building site and putting them to good use for half a day to help out a great local-based not-for-profit organisation that needs a bit of extra help.
• Lead by example: It’s going to be an uphill battle in changing mindsets if the leaders of the company are not setting the tone for more “we”. Be open to receiving feedback and get input from all your team and, most importantly, if you are a leader or manager make sure you share credit!
I have seen employees so disappointed when their manager takes credit for work they have done or a great idea they have had. It is one of the quickest ways to kill engagement and productivity
• Keep your cool with mistakes: Is your workplace one where, if your employee makes a mistake, they come forward quickly and own it. Or do your people try to hide it or blame others because they are scared about possible repercussions?
If it’s the latter, then everyone is going to stay looking out for their own backs as it’s just not safe enough to make mistakes. And if you don’t catch the mistakes, watch out how much they might cost you!
Don’t be that manager that yells at their staff if they make a mistake. Yelling in the workplace is simply not cool, whether from a manager or an employee. It is more than just an emotional outburst, and it can cause lasting damage.
Employees lose trust in a manager or a team mate who cannot maintain composure. When managers have to yell to get their message across, I have seen respect for authority and teamwork quickly dimmish. No one should be yelling at anyone — unless a box is about to fall on their head, or a vehicle is rapidly coming their way.
• Nail your job descriptions, nail ownership: If you want your employees to take ownership for their roles and tasks, they first need to know what they are and what is reasonably expected of them.
This starts from day one, so ensure they have a clear job description and that it stays up to date. Update it every year and invite employees to review it as well. People are more likely to follow what is expected of them if they can get a chance to have their say about it.
Whenever a client introduces new job descriptions, we always allow the employees to review them over a couple of days and come back with any comments or amendments. And the result? Total buy-in and a real lift in productivity.
You would be surprised how many times I get notified by employees that they don’t actually know what is required of them. A job description is like a map, showing them exactly where they’re meant to go and what to do in their work.
If you don’t have a job description, then how can you ask them to be accountable for what you want them to do?
If you have a workplace that focuses more on individual success than being team focused, start to think about what is one thing you can start doing now to create a better team environment.
When you create a “we”-based culture, your employees become more motivated to help each other out, and you’ll improve productivity alongside relationships.
If you’re ready to transform your team from “me” to “we”, let’s start the conversation. Give me a call on 027 530 9986 to discuss how I can help.
Note: This article is not intended to be a replacement for legal advice.
