The Key to Promoting Collaboration in the Workplace

January 18th, 2019

Teamwork is the key to your company’s success, but getting your employees to work together isn’t always easy. As one of the top accounting staffing agencies in Seattle, Provisional Accounting can’t emphasize enough the importance of collaboration.

Many elements play into working as a group, but the main one is relationships. When people feel comfortable with their peers and respect one another, it’s much easier to put their heads together and achieve greatness. Here are a few tips to help your team get to this place.

Five Ways to Promote Workplace Collaboration

Help Employees Bond

Bring your team closer together by helping them get to know one another. Plan team-building events outside the office — i.e., group lunches, bowling outings, and happy hours — to allow people to build relationships on a personal level. Working together becomes a lot easier and much more fun when people really know one another.

Encourage Open Communication

Mistakes happen when employees are on different wavelengths. Avoid this by encouraging people to stay in constant contact with one another. When employees meet regularly and check with each other before making big moves, they’re able to avert costly mishaps.

Establish Shared Goals

Collaboration is all about working together toward a common purpose, so get employees on the same page. Meet with the entire team to create a set of shared goals. Involving everyone in the process will boost engagement and create a real sense of team.

Create a Collaborative Workspace

It’s hard for employees to work together if your office space isn’t conducive to it. Rearrange your work area so it’s easy for people to collaborate. This means creating both larger and smaller meeting spaces, making it easy for groups of all sizes to put their heads together.

Nurture Individual Strengths

Teamwork is all about using one another’s strengths to achieve a shared goal. Working together doesn’t mean each employee has their hands on every aspect of a project. Instead, work should be allocated to ensure tasks are assigned to the person with the most appropriate skill set. Achieve the best possible results by helping team members divide up work accordingly.

If you need to expand your team for tax season, Provisional Accounting is here to assist. Get in touch today to find the right fit for your temporary/contract, contract-to-hire, and direct-hire positions!

The Difference Between Managers and Leaders

September 25th, 2015

The words manager and leader are often used synonymously, but in reality they couldn’t be more dissimilar. All managers are certainly not leaders, but they definitely should be. Managers traditionally operate a top-down basis that fails to motivate and engage their employees. Leaders tend to be more effective because they use an all-inclusive approach that allows people to feel good about themselves, which tends to stimulate greatness.

Learn how to differentiate between the two and why it’s always better to be a leader.

Managers vs. Leaders: 5 Key Differences

Five ways to distinguish between managers and leaders include:

  1. Leaders Share Credit with the Group: Leaders want to help their team get to the next level. These humble people are more concerned with the greater good than their own needs, so they’re always quick to credit their team for great work. On the contrary, managers often take credit for work completed by their employees, rather than routing the glory back to its rightful owner. This often leads to resentment, as employees (obviously) don’t enjoy watching someone else take the praise for their work.
  2. Managers Emphasize the Negative: Managers tend to be a bit pessimistic. Instead of looking at the big picture, they’re always quick to point out shortcomings. On the other hand, Leaders look for the good in everything. Sure, they may need to call out a few flaws in a project, but they’ll start by highlighting the things that are working really well for it. It’s much easier to inspire people with positivity than negativity.
  3. Leaders Involve Employees in the Decision-Making Process: Leaders know their team members have great ideas, so they ask for their input in the problem-solving process. Conversely, managers take an authoritarian approach, by giving their employees specific orders to follow — and veering off-course is typically not encouraged. When people are able to contribute, they’re much more motivated to do their best work.
  4. Managers Get Upset When Mistakes Happen: Mistakes happen, but managers don’t take too kindly to them. When an employee experiences a slip-up, their manager is always quick to criticize, while leaders take a much more lenient approach. When a mishap occurs, a leader addresses the situation in a more indirect manner, allowing the person to own it and learn from it, rather than becoming embarrassed and defensive.
  5. Leaders Offer Frequent Praise: Leaders understand the power of positive reinforcement and they practice this method frequently by praising team members for small achievements. On the flip side, managers typically forget to offer recognition for a job well done, instead only giving feedback of the negative variety. Employees don’t expect to receive constant praise, but it’s disheartening to rarely — if ever — receive accolades for going the extra mile.

Searching for a top accounting professional to join your team?

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