A person is ten times as likely to communicate with a colleague who sits at a neighboring desk than someone who sits more than fifty meters away. It’s not surprising that we make small talk with those who are nearby. But the highest performing employees, those with the most useful new ideas, are the ones who consistently engage in the most interactions.
High performers engage with four to nine colleagues while low performers engage with only one or two.
Who do you need to be talking to whom? Is it time to reseat people? What desks can you move around so that people get to know and appreciate each other and learn from each other? Is it time to take down some walls? Time to cut windows in doors and walls? Time to sit one person from accounting IN the production department (for a while)?
You call it…
I do a lot of product for office furniture and this is what we are seeing now .well the old school of thought was to put everyone in cubicles .The new way today is to put people in collaborate space with adjustable tables that raise and lower and In some cases have dividers that also raise and lower the later is not super popular yet and may never be
It is fun to talk to people and learn about their cajon and discover my own passion for the rhythm. I can still hear the beat of the drum. Through listening and talking we discover that after all we are not so different and have many similar experiences, likes and fears. Not one person is perfect and we all learn from each other. In my case, this time it was the cajon.
I like to move around and meet people but I also need my quiet space where I can concentrate without interruption.
The many positions I held in the grocery store taught me about the challenges specific rolls include. It is important to place yourself in someone else’s shoes because you understand how each action affects the other person, department or organization. Without team spirit any action is pointless.
Before I train someone the first thing I do is try to understand why they are scarred, what are their fears or triggers. Once the trust is built and the employee understands that it is a voluntary choice to participate in the training or development process we start the work.
Most important detail is to reassure the employee that they are not in trouble, they are a much valued member of the team and any exercise is done in order to enhance the team performance or to develop a more efficient work process. Check weight of actual responsibilities, tasks, managerial actions that absorb a big chunk of the schedule before any final decisions are made.
Could not agree more. With more technology and less filing cabinets locking us in, we have been exploring the possibilities. I think its time we just get it done! Thanks for the inspiration Larry!