Building a productive team means getting them to a central point, creating greater trust, using reward systems and giving continuous feedback (both negative and positive)
One central point
Organisations have moved from employees working from the office to working from home or remotely. But how productive are employees when working remotely? Although flexibility does play a role, teams are more productive when they are together. We know this through the scientific research that has been conducted. Oxytocin, sometimes referred to as the “bonding” neurotransmitter is released when people are in the same room together. This is the same neurotransmitter that is released when a mother gives birth to the baby, and bonds with her baby. The release of oxytocin stimulates greater trust, better empathy, better working together.
Creating greater trust in your team, equips leaders and managers to have difficult conversations, resolve conflict easier and at the end of the day be more productive as a team. For more on trust, see our blog on human bank accounts.
Reward system
Dopamine is a neurotransmitter that is released when you are rewarded for something you do. Dopamine is the feel-good neurotransmitter and it has been proven time and time again by neuroscientists that being happy and feeling good makes employees work harder and smarter But there needs to be a balance! If you continuously reward your team and never challenge, dopamine’s effect wears off. So being too comfortable and not being challenged, means you will not feel rewarded. To create that balance as a leader and manager you should know when and when not to reward your team.
There has to be a fine line between negative and positive feedback. Negative feedback is the process of pointing out what someone is doing poorly and telling them how to change it. We can take this a step further. What if your employee had to tell YOU what it is they need to change? What attitude they believe is inappropriate about themselves. Or what behaviours and habits they believe about themselves are causing problems.
Positive feedback works on the premise of building on employees’ strengths. Telling them what they are doing well and praising them for good performance. Reinforcing specific behaviours helps employees to repeat that behaviour to secure continued approval. Gallup surveys confirm what we already know: employees receiving positive feedback are 30 times more likely to feel engaged than those receiving no feedback at all.
We can help you build more productive teams. Visit our store to see our workshops and other interventions. 

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