Relatedness

Relatedness involves deciding whether others are “in” or “out” of a social group.  People are divided into friend or foe.  Relatedness is a driver of behavior in many types of teams, from sports teams to organizational silos; people naturally like to form “tribes” where they experience a sense of belonging.

If relatedness is your biggest driver, you find it easy to remember things about other people.  You make the effort socially and don’t understand when others don’t.  You find it easy to connect with others and like doing things that make others feel important and special.

Be aware that you may expect more from your friends and colleagues than they can give.  You may find yourself easily offended when people don’t respond to you or get back to you with answers.  Watch out for situations that may leave you isolated or working alone.

We’ve all experienced situations where we don’t know anyone in a group.  For some this triggers a high degree of threat – some may feel paralyzed at the thought of representing their company in a group of strangers.  A handshake, swapping names and discussing something in common, even if it is just the weather, can increase the feeling of closeness.

Ever noticed at conferences or large meetings, people who work together tend to sit together.  Positive social connections are a primary need.  We tend to trend toward the familiar.  Understanding this can help you branch out, expand your network, bring in new people.  It’s natural to feel a bit uncomfortable; practice helps you overcome your hesitation.

To reduce this feeling at work, encourage social connections.  Use video to have informal meetings.  Ensure that people forming teams share personal aspects via stories, photos or even social-networking sites.  Bring in a social element when forming new teams – allow people to get to know one another – it will pay off in the long run.  When people know one another, they begin to trust each other.  The greater that people trust one another, the stronger the collaboration and the more information that is shared.

When you’ve got a new hire, or someone new to an already established team, setting up a buddy system, mentoring or coaching program can help the new person acclimate to the new culture faster.  The quicker someone feels part of the team, the easier it is for them to feel comfortable.  The safer the environment, more productivity and creativity can be generated from all members of the team.

How have you increased relatedness in your workplace?  What has worked for you in forming new teams?  Leave your comments below.

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