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How Positive Working Relationships Work for You

Today is my parent’s 53rd wedding anniversary. You don’t get to be married that long without knowing something about commitment, communication, conflict resolution, and comedic timing or humor. Creating a cohesive, productive, team in the workplace takes many of the same attributes and, when accomplished, can be an important part of your successful career.

We talk a lot about getting a job, but you also need to prepare yourself for being part of a team. Companies are looking for candidates that fit with their organzation, add value to the team, and contribute to a positive work place. Brian Goodman, managing director of Experis says, "Attitude drives success, and people want to be around positive people. It is contagious, and others will notice. Naysayers are a drag on business." It's not much different than kindergarten: be nice, get along, and look out for each other.

Why are Positive Work Relationships Important?

Because a positive workplace = more engaged workers = higher production = increased bottom line

“A sense of camaraderie and positive morale can be an important force in a workplace -- a satisfied workforce reduces employee turnover and absenteeism and improves a company's bottom line.” Forest Time, Demand Media

People like working with people they like!

“A survey of 1,000 workers in the United Kingdom conducted by the job search website Jobsite showed that for 70 percent of respondents, friends at work is the most crucial element to a happy working life. This compares to 55 percent who said money was most important. A majority of workers would turn down a raise if it meant that they could keep working with friends” (Caroline Fairchild, Huffington Post)

How do you Create Positive Work Relationships?

Be Friendly! Sounds simple, right? Being genuinely attentive, courteous, and kind will help build trust and create a positive atmosphere. Being friendly can help you get to know your co-workers on a personal level which will help you develop a support system at work and maybe even outside the office.

Be Respectful! Many office conflicts stem from someone’s insensitivity or lack of self-awareness. Don’t assume everyone is like you and learn to be more in tune with your surroundings. Understand your own moods and emotions and manage your stress so you can handle change and challenges.

Be an Asset! Do your job and do it well! Add value to your workplace by thinking of creative ways to contribute and be the person who is actively looking for ways to help people.

Talk about it! No one can read your mind. If you have a concern, questions, suggestion, or need, talk about it! Co-workers should be able to express their work-related thoughts and ideas in a professional manner.

Don’t talk about that! You do not want to be known as the person in the office that spreads rumors, gossip, negativity, or other people’s business.


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Amazon Says: “Bob Chapman, CEO of the $1.7 billion manufacturing company Barry-Wehmiller, is on a mission to change the way businesses treat their employees.” – Inc. Magazine Starting in 1997, Bob Chapman and Barry-Wehmiller have pioneered a dramatically different approach to leadership that creates off-the-charts morale, loyalty, creativity, and business performance. The company utterly rejects the idea that employees are simply functions, to be moved around, "managed" with carrots and sticks, or discarded at will. Instead, Barry-Wehmiller manifests the reality that every single person matters, just like in a family. That’s not a cliché on a mission statement; it’s the bedrock of the company’s success. During tough times a family pulls together, makes sacrifices together, and endures short-term pain together. If a parent loses his or her job, a family doesn’t lay off one of the kids. That’s the approach Barry-Wehmiller took when the Great Recession caused revenue to plunge for more than a year. Instead of mass layoffs, they found creative and caring ways to cut costs, such as asking team members to take a month of unpaid leave. As a result, Barry-Wehmiller emerged from the downturn with higher employee morale than ever before. It’s natural to be skeptical when you first hear about this approach. Every time Barry-Wehmiller acquires a company that relied on traditional management practices, the new team members are skeptical too. But they soon learn what it’s like to work at an exceptional workplace where the goal is for everyone to feel trusted and cared for—and where it’s expected that they will justify that trust by caring for each other and putting the common good first. Chapman and coauthor Raj Sisodia show how any organization can reject the traumatic consequences of rolling layoffs, dehumanizing rules, and hypercompetitive cultures. Once you stop treating people like functions or costs, disengaged workers begin to share their gifts and talents toward a shared future. Uninspired workers stop feeling that their jobs have no meaning. Frustrated workers stop taking their bad days out on their spouses and kids. And everyone stops counting the minutes until it’s time to go home. This book chronicles Chapman’s journey to find his true calling, going behind the scenes as his team tackles real-world challenges with caring, empathy, and inspiration. It also provides clear steps to transform your own workplace, whether you lead two people or two hundred thousand. While the Barry-Wehmiller way isn’t easy, it is simple. As the authors put it: "Everyone wants to do better. Trust them. Leaders are everywhere. Find them. People achieve good things, big and small, every day. Celebrate them. Some people wish things were different. Listen to them. Everybody matters. Show them." less...
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Amazon Says: When employees thrive, the company thrives. Is your workplace working for you and your employees? Studies show that unhealthy work habits, like staring at computer sc more...
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Amazon Says: "A Radical New Model for Unleashing Your Company's Potential In most organizations nearly everyone is doing a second job no one is paying them for-namely, covering their weakn more...
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Amazon Says: Management guru Jill Geisler has coached countless men and women who want to build their leadership skills, help employees do their best work, and make workplaces happy and successful. In WORK HAPPY, she provides a practical, step-by-step guide, based on real-world experience, respected research, and lessons that will transform managers and their teams. It's a workshop-in-a-book, designed to produce positive, immediate and lasting results. Whether the reader is an experienced manager, a rookie boss or an aspiring leader, WORK HAPPY will supercharge their skills and celebrate the values that make anyone look forward to going to work. Jill Geisler offers concrete steps for improving each element of management including collaboration, communication, conflict resolution, motivation, coaching, and feedback, so that everyone on the team-whether in the office or working offsite-can do their best. WORK HAPPY takes management skills to the next level and proves that learning, leadership and life at work can (and should) be fun. less...
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Amazon Says: Now a New York Times and Wall Street Journal bestseller"I raced through Radical Candor--It’s thrilling to learn a framework that shows how to be both a better boss an more...
Amazon Says: Now a New York Times and Wall Street Journal bestseller"I raced through Radical Candor--It’s thrilling to learn a framework that shows how to be both a better boss and a better colleague. Radical Candor is packed with illuminating truths, insightful advice, and practical suggestions, all illustrated with engaging (and often funny) stories from Kim Scott’s own experiences at places like Apple, Google, and various start-ups. Indispensable." ―Gretchen Rubin author of New York Times bestseller The Happiness Project"Reading Radical Candor will help you build, lead, and inspire teams to do the best work of their lives. Kim Scott's insights--based on her experience, keen observational intelligence and analysis--will help you be a better leader and create a more effective organization." ―Sheryl Sandberg author of the New York Times bestseller Lean In"Kim Scott has a well-earned reputation as a kick-ass boss and a voice that CEOs take seriously. In this remarkable book, she draws on her extensive experience to provide clear and honest guidance on the fundamentals of leading others: how to give (and receive) feedback, how to make smart decisions, how to keep moving forward, and much more. If you manage people--whether it be 1 person or a 1,000--you need Radical Candor. Now." ―Daniel Pink author of New York Times bestseller DriveFrom the time we learn to speak, we’re told that if you don’t have anything nice to say, don’t say anything at all. When you become a manager, it’s your job to say it--and your obligation.Author Kim Scott was an executive at Google and then at Apple, where she worked with a team to develop a class on how to be a good boss. She has earned growing fame in recent years with her vital new approach to effective management, Radical Candor.Radical Candor is a simple idea: to be a good boss, you have to Care Personally at the same time that you Challenge Directly. When you challenge without caring it’s obnoxious aggression; when you care without challenging it’s ruinous empathy. When you do neither it’s manipulative insincerity. This simple framework can help you build better relationships at work, and fulfill your three key responsibilities as a leader: creating a culture of feedback (praise and criticism), building a cohesive team, and achieving results you’re all proud of. Radical Candor offers a guide to those bewildered or exhausted by management, written for bosses and those who manage bosses. Taken from years of the author’s experience, and distilled clearly giving actionable lessons to the reader; it shows managers how to be successful while retaining their humanity, finding meaning in their job, and creating an environment where people both love their work and their colleagues. less...
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