Positive transformation can happen, even in difficult times.

Times can be tough... we get it.

After a disruption in your workforce, it can impact your culture, productivity and ability to lead in a negative way. Trust can be comprised and the road to a content and happier workforce seems insurmountable.

As a top tiered labour and employment lawyer with a speciality in negotiation and unionized environments, Workforce Culture IQ founder, Ron Pizzo is an expert at mediation, conflict resolution and reconciliation techniques. The exciting part is integrating this knowledge and skill set through the lens of employee engagement and how positive transformation can happen, even in difficult times.

Understanding the Bigger Picture

Google undertook a multi-year study on what makes an effective team? According to Gallup, effective teams have 40% less absenteeism; at least 25% less turnover; 41% fewer quality issues; and increased productivity and profitability by over 20%.  Google studied 180 teams, some high performing and others underperforming, with from 3 to 50 people, over a number of years, and this is what the data revealed:

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What really mattered was less about who is on the team, and more about how the team communicated. In order of importance:

Psychological safety: Psychological safety refers to an individual’s perception of the consequences of taking an interpersonal risk or a belief that a team is safe for risk taking in the face of being seen as …. incompetent, negative, or disruptive. In a team with high psychological safety, teammates feel safe to take risks around their team members. They feel confident that no one on the team will embarrass or punish anyone else for admitting a mistake, asking a question, or offering a new idea.

Dependability: On dependable teams, members reliably complete quality work on time (vs the opposite - shirking responsibilities).

Structure and clarity: An individual’s understanding of job expectations, the process for fulfilling these expectations, and the consequences of one’s performance are important for team effectiveness.

Meaning: Finding a sense of purpose in either the work itself or the output is important for team effectiveness. The meaning of work is personal and can vary: financial security, supporting family, helping the team succeed, or self-expression for each individual, for example.

Impact: The results of one’s work, the subjective judgement that your work is making a difference, is important for teams. Seeing that one’s work is contributing to the organization’s goals can help reveal impact.”

We work with a range of disengaged teams, whether they are disengaged because of leadership issues or as a result of more serious workplace issues like bullying and harassment, to create psychologically safe spaces for reengagement and reintegration.   We use the Pro-Social ACT Matrix, an evidence based team intervention to encourage team growth based on the Google criteria.  We offer training and coaching packages for teams which are tailored to individual team needs.