When your employees are spending their time and energies competing against each other within, then they only have the leftovers to spare for the progress of the organization!

Instead of collaborating and working hand in glove with each other, if the employees are watching over their shoulders, plotting their next moves, worrying about who would take away their promotions, who would snatch their credit if they take a leave of absence, how to gain an upper hand in the next meeting, what would give them more visibility, how to stay on top of things, etc., imagine where the energies are spent and are stuck, just in case you are wondering…

Teams and teams of teams are supposed to be working in utmost coordination and precision allowing for a smooth flow for the proper functioning of the system. This dream is possible only when each employee feels secure within and can trust the others and the organization to take care of them, that they have their back.

The culture of an organization should help build the trust in their employees. An environment in which there is openness, transparency, respect, recognition and healthy relationships, is ideal. When the culture encourages camaraderie and ‘positive conflicts’, respectful debates and exchange of ideas, people feel heard and valued. When each team member can see what they are working for, who the final benefactor is and how their work contributes towards the greater purpose of the organization, they get to focus on the greater goal and work with greater commitment to achieve it. It fosters collaboration rather than unhealthy competition among peers. If the team members harbor conflicting personal agendas, everything that can go wrong will go wrong and the managers will be left fire fighting to get things done than focus on improving efficiencies and performance!

Leaders at all levels have the ultimate responsibility to assure and encourage team members of their intentions, bring in transparency and trust into work culture and take people along, making them self-accountable and responsible. It may sound idealistic and difficult, but it is up to visionary leaders to decide if that is too expensive a price to pay in the long run to help the organization thrive.