How to cultivate a culture of mutual help in your company and achieve better results?

When leading a company or an organization, the focus must be above all on people. Human resources are the most important tool for the development and achievement of results, so their effective cooperation brings great added value. In order to be able to extract greater income from work and to create conditions that value the well-being of employees, an entity must apply efforts and resources to encourage a culture of mutual help and loyalty. Here are the objectives that must be met for this purpose:

1. Hire the best, with greater ability to adapt and who give their best for the common good.
The first step in building a multidisciplinary team, focused on the organization's growth and the continuous support of its employees, it starts with recruiting. It is essential to look for people who value teamwork and the environment experienced within the company, without excluding the importance of getting good professionals. Individuals with a spirit of sacrifice, resilience and adaptability should be the main “targets”.

2. Assume that your colleagues know something you don't.
Throughout life, the individual is constantly in contact with other people, with very different backgrounds and ways of working. Thus, to achieve the company's goals, it is necessary that its employees cooperate and recognize in each other, abilities that contribute to complement the team. This “mindset” allows for the initiative to reach out to others when it comes to clarifying doubts about a particular area and sharing ideas.

3. Ask for constant feedback.
Giving space for employees to transmit their inputs is a sign of trust and appreciation for the team. It is advisable to define a periodicity or stipulate specific times for there to be an exchange of feedback between the various members. Thus, it not only contributes to the improvement of processes, but also to the existence of sincerity in the workplace.

4. Involve your employees in decision making.
It is important to know how to recognize the work of people and value their opinion. The team's motivation often depends on the independence it is given and the active role each member plays in the decisions taken. Greater involvement leads to greater commitment to developed projects and to peers.

5. Understand what motivates your team and use this information in the division of tasks.
Carefully study the behavior of the various elements of the project and its working method. What encourages someone to give their maximum varies from person to person and, therefore, it is important to know what are the main motivating factors for each person. These include independence, recognition, commitment to the team, achieving concrete goals and objectives, participating in challenging projects, involvement with the community, among others. Knowledge of these factors allows for a more effective and thoughtful division of tasks, taking more advantage of the team and creating a better work environment.

A commitment to improvement of team spirit and collaboration between members increases your emotional salary and contributes to greater talent retention and the organization's progress .


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