Loosen rigid role divisions
Problems may arise if team roles are divided too rigidly and employees are motivated to focus only on their own narrowly defined field. In other words, team members are not motivated to help one another and might not even know what their colleagues are working on.
Treat internal support and official project work as equally important
Many managers claim to support internal communication and assistance but often fail to give employees the time and space to engage in such activities, insisting instead they focus on projects or individual tasks. As a manager, however, you should view internal support as equally valuable as any other work.
Lead by example and help subordinates selflessly
As INSEAD Knowledge states, a manager should lead by example and demonstrate that offering help is normal. Show an interest in your subordinates, find out where they need assistance, and selflessly provide support. This means not resenting their requiring your help.
Enable effective communication
Effective collaboration requires effective communication. Are your team’s communication processes set up in a way that supports productivity? Review your communication structures and channels, and examine whether there are any gaps.
Create a platform for sharing information
Your team cannot easily build shared knowledge without a platform to record and access it. Create a simple yet effective system for capturing, organising and storing information, and for retrieving and using it in daily work.
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