How can you scale your collaborative work framework as your team grows?

Dimensionar o volume de trabalho versus o tamanho da equipe é uma boa estratégia para iniciar a avalia??o da estrutura organizacional atual. Além disso, é preciso avaliar quais processos merecem ajustes e quais devem ser mantidos, para ent?o escalar o processo à medida que as equipes crescem.

I'm dubbed the survey queen—yes, even as a 20 year marketer! Some think HR's got it, but smart CEOs blend marketing/pr savvy pros for that internal edge. ?? My mantra? Engage consistently, but make it fun. Here's how: 1?? Quarterly Surveys- Quick, 10-minute check-ins, topped with an NPS score for real insights. 2?? Monthly Giveaways- Mix feedback with fun, ensuring everyone's eager to hear from you. 3?? Consistency is Key- Regular, but not overwhelming, to build a feedback loop habit. Pulling teeth to get those surveys filled? Not in my playbook. I strategize, sprinkle fun, and yes, avoid dumping it on the junior staffers or interns ??. It’s about making every voice count, in the most engaging way.

As your team grows, scale your collaborative work framework by centralizing information, documenting processes, investing in collaboration tools, conducting regular reviews, creating scalable processes, providing training and support, automating tasks, maintaining flexibility, encouraging feedback and iteration, establishing strong leadership and oversight, tracking performance, and maintaining open communication.

Foco na resolu??o de problemas: Orientar os scripts para resolver eficientemente os problemas dos clientes, fornecendo solu??es claras e úteis. Treinamento contínuo: Fornecer treinamento regular aos agentes para garantir que estejam familiarizados com os scripts e preparados para lidar com uma variedade de situa??es. Feedback dos agentes: Encorajar os agentes a fornecer feedback sobre os scripts, identificando áreas para melhoria e adapta??o. Humaniza??o: Incorporar elementos de humaniza??o, como o uso de linguagem amigável e genuína, para criar conex?es mais significativas com os clientes.

This question strikes at the heart of what for me is the most profound, almost zen-like insights about work. That is that process is identical to quality. That process is product. And that no one can control process outputs. That's myth and simply not true. All any of us can do is carefully control process inputs. If we do an excellent job with the inputs we have a higher probability of ensuring a high-quality output (product or service). So for me the question is the wrong one. The question ought to be: is the process you have created to include all your cross-functional talent one that optimizes the individuals is support of the team and the goals.

For change-related collaboration, define your target state with key pillars, underlying components (such as governance, people, data), identify mission-critical strategic priorities for implementation and clearly articulate collaborators both within and outside your function, including functional ownership, responsibility and accountability. Communicate horizontally and vertically on a two-way basis to seek key stakeholder buy-in and alignment. Once secured, communicate widely across the function using different fora and adjust the empathetic messaging to the audience type accordingly.

In my experience, collaborative tools can be effective in maintaining a continuous flow of information between team members while also giving visibility to one another’s projects and deliverables. From a shared content calendar maintained within a spreadsheet to more robust tools like Asana, there are numerous options to achieve such visibility while also allowing you adapt with your team as it grows and your needs for these collaborative tools change.

Some people believe that every problem that exists in the world and the workplace comes down to first principle of communications. It's a tough one, however, because too much and not enough both fail. It's a question of balance. I also believe and this may be oversimplified but I don't think it is, always ask this before you ever distribute a piece of communications: SO WHAT? So what, what is the prescriptive value of what you are sharing? Is it useful information that will help someone or a group of someones do something better today or tomorrow. Is it useful in an actionable way. Will it change anything or improve anything? If not, don't send it.

Escalar a estrutura de trabalho colaborativo à medida que a equipe cresce é crucial para manter a produtividade, a comunica??o e a coes?o do grupo. Aqui est?o algumas dicas para te ajudar nesse processo: Ferramentas e Tecnologia: Adote ferramentas de comunica??o e colabora??o: elas facilitam a comunica??o, o compartilhamento de arquivos e a organiza??o de tarefas. Implemente um sistema de gest?o de projetos: isso permite que você acompanhe o progresso das tarefas, defina prazos e delegue responsabilidades. Utilize ferramentas de automa??o: automatize tarefas repetitivas, liberando tempo para atividades mais estratégicas.

Let me share a recent success story where we worked with a client on internal marketing efforts. The results? An increase of job satisfaction rate of 25% in 3 months. Here’s a few ways we did it. 1?? Feedback Fusion - We mixed serious quarterly surveys with fun giveaways. It’s about making everyone feel heard and valued, not just collecting data. 2?? Creative Collaboration - We encouraged everyone to co-create content. This wasn’t just about talking-it was about building a shared vision together. 3?? Communication Channels - We used multiple platforms with feedback loops to make sure everyone, from interns to execs, could see the content how they wanted w/ direct feedback incentives.

"Culture eat strategy for breakfast." Peter Drucker. Nothing truer has ever been said. And yet so many companies pay culture lip service and worse, talk out one thing and act another. Culture and team are all you have. That's it. And if you don't realize that you're probably not doing well.

#Cocreation offers a dynamic yet underutilized approach for fostering team growth. Through idea co-creation and prioritization, silos are dismantled, yielding clear action items and ownership. Whether through brief sessions or extensive workshops, its flexibility accommodates diverse needs. It facilitates process mapping, streamlining, and feedback collection to refine strategies effectively. Inclusivity is a cornerstone, engaging all levels of the org thus fostering a sense of involvement in decision-making. Its adaptability to virtual settings ensures accessibility across various communication channels for seamless collaboration. Cocreation injects a sense of enjoyment into projects, regardless of their complexity fostering team building.