Blog > Career development > What can the General Election teach us about teamwork?

What can the General Election teach us about teamwork?

6 tips to win (back) friends and influence people.

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Following the Conservatives’ disastrous performance in last week’s General Election, Theresa May now finds herself in an unenviable position.

She is tasked with both shoring up support from existing team members, whilst having to embed a number of new recruits who will hold different views to her core workforce.

The dynamic of the entire team has been irreversibly altered and it is a challenge for staff to both adapt and refocus on their individual and collective objectives.

6 tips to win (back) friends and influence people

David Clift, totaljobs HR Director and workplace relations expert, provides tips for employees whose office may feel like it’s in a similar place to the Conservative Party/formative UK Government.

These tips are designed to advise how to prepare, cope and even thrive through a period of turbulence and uncertainty at work.

1. Don’t fear change

Staff churn, team restructures and other changes can be exhausting to keep pace with as an employee. But try and view change as an opportunity. Those who emerge from periods of change often find their status enhanced, their experience more prized and ultimately in a stronger position within their team.

2. Talk, talk, talk

The concerns that you have are likely shared by your colleagues. Creating factions and promoting a gossip culture isn’t helpful, but it is perfectly natural to want to share concerns with a colleague. You’ll probably find they were already thinking the same.

3. Be entirely clear on the end game

If you are going to work in conditions that aren’t ideal in the hope of a better tomorrow, be absolutely clear what the ‘light at the end of tunnel’ looks like. Ensure that this vision and the timings towards it chime with the company’s view. ‘Strong and stable’ needs to mean the same for all parties.

4. Listen first

At times of staff churn, it can be easy to romanticize friends who have left the office and make snap comparisons on the new arrivals who have been brought into replace them. Ensure you give all new arrivals the chance to settle in, find their feet and fit into the culture before making judgments.

5. Believe it will get better

Something was clearly wrong with the old structure and ways of working to leave the team with the problems they are in. Use the restructuring process as an opportunity to address problems that have potentially been there for a while and believe that despite the current pains, this will be a chance to make the team better.

6. Be positive

As cliché as it sounds, a negative approach to change, staff turnover and restructure is an immediate route to disaster. Raise concerns where appropriate, but be positive in your approach to change and embrace the new ways of working they will bring.

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2 Comments

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  1. Christina Saturday, 17 Jun, 2017 at 7:47 pm

    No comment

  2. Lester Clarke Sunday, 18 Jun, 2017 at 12:29 am

    Some good, basic, common sense which is so hard to access when under pressure. Thank you.

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