Be a workforce participant.
It’s a phrase so frequent we frequently tune it out. But in right this moment’s interconnected office, information suggests collaboration has elevated by no less than 50% over the previous 20 years. So, how will we domesticate the abilities to turn out to be a extra efficient collaborator—or, put plainly, the kind of individual different individuals wish to work with?
Ben Meer, who calls himself the “Methods Man” for his programs on well being, wealth and free time, outlines efficient methods to be a workforce participant in a March 2025 LinkedIn submit. His insights inform the next dialogue.
1. Respect your colleagues’ time
Meer calls this idea “calendar psychology.” One technique he outlines is to e-book 25-minute conferences as a substitute of 30 since you’ve given your colleagues 5 minutes again—they usually’ll possible respect you for it.
Inside conferences, keep away from asking questions which can be extra appropriately addressed exterior the assembly. And hold aspect conversations and “bunny trails” to a minimal—they interrupt flows, inflicting conferences to go longer than mandatory.
Cultural strategist Margaret Ricci, FRSA, says timeline check-ins are additionally useful, providing this script, “We solely have 10 minutes left in our assembly and I wish to make sure that we’ve sufficient time to consider XXX, YYY and ZZZ.”
One other means Meer says you possibly can respect your co-workers’ time is so as to add a one-line abstract on the prime of an extended electronic mail. A couple of concise bullet factors work too.
Time is treasured, and other people respect while you worth theirs.
2. Connect agendas to conferences
One other option to honor your colleagues’ schedules and enhance productiveness and group, is to ship pre-meeting agendas. A well-structured agenda—together with the assembly’s logistics, targets, attendees, dialogue questions with estimated time allotments and mandatory documentation—is indispensable for groups.
Ricci means that neurodivergent people would possibly particularly profit from the predictable construction of an agenda. They are often useful for introverts, too. Moderately than being placed on the spot, it empowers them to kind considerate responses and contribute confidently, Ricci says. Agendas also needs to be despatched a couple of days beforehand to permit staff time to arrange, define expectations and set up communication that advantages everybody.
3. Create a team-based tradition
The subsequent step to being a great workforce participant is to shift the main target away out of your particular person good points to supporting the workforce as a complete. Once you assist others with out searching for recognition, your fame builds naturally, says Meer. Peter Matthies, founding father of the Aware Enterprise Institute, believes this method shifts dynamics away from an ego-based to a team-based tradition.
However how will we achieve recognition if we give attention to supporting others?
Stand out.
One instance Matthies shares is to supply a imaginative and prescient and goal that furthers the workforce, reminiscent of higher workforce connectedness or setting efficiency targets. Matthies says once we “encourage others to help that imaginative and prescient, all the workforce strikes into the identical route” and also you’re more likely to be perceived as a frontrunner.
4. Follow the “gratitude loop”
To additional strengthen workforce bonds and domesticate a extra constructive environment, actively apply gratitude. As colleagues discover one another’s efforts, present appreciation, and reciprocate, Meer cash this the “gratitude loop.”
Nicole Issa Psy.D. says that gratitude performs a robust function in worker behaviors, as a result of “when individuals know their efforts matter, they have an inclination to point out up with extra vitality and goal.” Alternatively, she says when gratitude is lacking, staff could really feel invisible, which results in burnout, resentment and disengagement.
When solely high-achieving staff obtain recognition, this could create division inside a workforce, so Issa advises a broad and honest present of appreciation. Additionally, appreciation should be tailor-made to people. Some individuals love public reward, whereas others want a personal thanks.
How are you aware the way in which somebody likes to obtain gratitude?
“Ask. Leaders can create easy check-ins or surveys to find out how workforce members want to obtain suggestions and appreciation,” says Issa. “Training consciousness means not assuming one-size-fits-all.”
Issa warns that recognition must be genuine—staff will be capable of inform when it’s compelled. “It’s not about flattery; it’s about sincere appreciation for actual effort.”
Lastly, be constant. “Don’t wait for giant wins; discover the small issues too,” says Issa. “Proof reveals that peer-to-peer recognition is simply as highly effective as top-down reward. Creating common moments the place gratitude is shared in conferences, newsletters or inner platforms retains the loop going. Importantly, gratitude ought to be modeled, not mandated.”
5. Be an issue solver and observe the “plus one rule”
A highly-valuable colleague additionally actively seeks to enhance processes and resolve challenges. Meer says, “Each group has issues. The individuals who clear up them get promoted.”
Ricci suggests groups create “mitigation plans” at the beginning of each undertaking, which incorporates proactively brainstorming what may go fallacious and the way to repair it. This plan ought to be reviewed each time a brand new downside arises.
Meer additionally believes that each course of you’re part of ought to be made no less than 1% higher by your efforts.
Folks have to contribute in keeping with their strengths, Ricci advises, stating, “Don’t really feel badly in the event you can not contribute extra in different phases of the undertaking; you might need a bigger contribution later which is correct in your personal wheelhouse.”
6. Be taught to be a connecting hyperlink
To foster broader collaborations past rapid groups, it’s smart to study the artwork of connection. Forge relationships with individuals throughout departments and introduce them to one another, or turn out to be what Meer calls the “connecting hyperlink” that builds relationships. Meer explains that being the connecting hyperlink helps create alternatives for everybody.
In sociology, Mark Granovetter’s Power of Weak Ties idea argues that informal acquaintances (weak ties) can maintain extra worth than shut relationships (sturdy ties).
Three causes informal acquaintances profit us:
- They usually present us new info not discovered inside our interior circle.
- They join us to extra assets and alternatives.
- They assist us discover new mental territory.
Drawing on Granovetter’s idea, Elizabeth Zelinka Parsons, writer of Encore: A Excessive Achiever’s Information to Thriving in Retirement, says to study extra about what your colleague’s roles embrace and share about yours. She recommends protecting a spreadsheet to stock your community, “noting their organizational ties, abilities and the methods that you would be able to assist one another. Should you hold it updated, it is going to be there everytime you want it.”
7. Assist newcomers succeed
Equally necessary to constructing connections is forging sturdy inner alliances. One impactful means to take action—help new workforce members. Each job comes with a studying curve. It takes time to grasp new processes, study names and really feel out an organization’s tradition. Once you companion with newcomers as their workplace buddy, Meer says it’s an “straightforward option to show management with no need an official title.”
It could affect your schedule or routine to work with a newcomer, however chances are high they’ll deeply respect the gesture. Who is aware of, they may someday turn out to be your best ally… or boss.
Develop into the workforce participant everybody needs on their workforce
Finally, integrating Meer’s methods into your day by day work life would require a sure stage of self-awareness and dedication to private {and professional} progress; however by experimenting with the way to successfully embrace these methods, you’ll possible turn out to be the workforce participant everybody needs on their workforce.
Photograph by Kzenon/Shutterstock.
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