Posts Tagged ‘Relationship’
There is more to keeping your job than knowing how to perform the job requirements. One area of concern that is frequently undervalued is effective interpersonal communication skills for building and preserving working relationships. This dynamic can be critical for individual success at work, and ultimately the success of the company. The following are tips for producing favorable results for all concerned.
First, strive to keep good working relationships around you, and recognize there are many small mistakes that can compound if they are not properly managed or avoided entirely. Watch for seemingly small errors in relationship building. Knowing how to deal with interpersonal matters can preserve your job and make your work life, and the work life of those around you, more pleasant.
Second, be aware that some companies have policies concerning relationships between workers. There are usually policies addressing dating, marriage and employment of family members. Do not assume you know the policy where you work. Locate and read the policy in your company’s employee handbook or ask the Human Resource Manager for clarification. It is one area you must understand.
It is not unusual for companies to have policies stating that relationships you have during the hours on the job must remain professional at all times. Personal, dating and familial relationships may be prohibited entirely, and if they are allowed by company policy they must be conducted professionally, especially if the involved individuals work closely on a daily basis. However, sometimes in larger organizations where distance and department differentials prevent close proximity of two subject employees, that prohibition might be relaxed by management’s consent.
The importance of knowing your company’s policy on relationships in the workplace is very important. Do not assume you know the policy where you work. Read the policy in your company’s employee handbook or ask the Human Resource Manager if you have questions. It is one area you must clearly understand.
The third area to be concerned with is gossip. Talking about others, which to you may seem to be harmless evaluation, can ruin relationships and be disastrous for interoffice relationships, and potentially affect the company. Gossip can make you look bad and get the person being targeted into trouble for no reason. You should save your gossip and personal evaluation of others for a time when you are outside the workplace. Or better yet, keep you assessments to yourself.
In the event you are bullied by a co-worker, know that the bully cannot harm you. Keeping good notes about the bullying incidences can serve as substantiation for your claim should you decide to take action later. When your notes are complete and prove your complaint, present the information to your supervisor or the company’s Human Resources Manager. Usually, they are in a position to better handle the situation for all parties concerned.
In addition to the previously mentioned issues, do not take credit for things you did not do, and quickly speak up when you make mistakes. Do not take from the common facilities such as break room storage and refrigerators, food that belongs to others without their consent. Also, pay for your food and drinks when you’re with co-workers outside the office. It’s amazing how small matters can swell into monstrous concerns, and it’s easy to avoid them by being aware of potential danger zones like these.
Your attention to these areas can minimize many complications. Improving interpersonal communications can improve your work life, and knowing your company’s policies is required for appropriate workplace behavior. Although these points are not exhaustive they can help produce an effective and pleasant workplace.
One of the hottest topics in business management today is open innovation. The concept uses an open business model for companies to “co-innovate” with their partners, suppliers, and customers – in order to accelerate the rewards of innovation. For example, a small or midsized company develops a game-changing new idea and works with a larger company to bring the product to market.
Through the collaborative relationship of open innovation (OI), companies are able to leverage new ideas and products, and conduct experiments at lower risk levels. However, OI does bring up some concerns, like who owns rights to the intellectual property (IP). OI should be conducted in a manner that promotes mutual trust and respect. It can be a double-edged sword when the larger company insists on owning the IP in exchange for their investment. The OI relationship can be a tricky one to navigate.
Large corporations like Nestle, Kraft, Siemens, General Mills, and Clorox all participate in open innovation practices. Here is a case study of the open innovation process at Proctor & Gamble, one of the most respected consumer product companies in the world. P&G introduced their Connect + Develop program on their website at pgconnectdevelop.com. The site is a place where the general public can submit their innovations, read about successful business partnerships, and even scavenge current IP needs of the company.
“Historically, P&G relied on internal capabilities… We did not actively seek to connect with potential external partners. Times have changed, and the world is more connected. In the areas in which we do business, there are millions of scientists, engineers and other companies globally. Why not collaborate with them? We now embrace open innovation…” reads the P&G website.In just over two years, the program has received 7,500 submissions. P&G has established more than 1,000 active agreements with innovation partners, and claims more than 50% of their product initiatives involved collaboration from outside innovators.
In the Connect + Develop program, innovators must have their IP in place before they submit their idea. This protects the innovator while the IP adds value to the organization – the key is to build relationships and produce win-win deals. Through working together and developing effective ways to manage IP rights, OI can further advance innovative culture and produce favorable results for all parties involved.
Here are some tips for nurturing open innovation in your business.
- It takes leverage, courage, and toughness to create a balanced open innovation relationship. In a balanced relationship, the IP or technology of the inventors or small business should remain theirs.
- Develop both reactive and proactive ways to address open innovation. On the reactive side, invite the world’s finest innovators seeking open innovation opportunities to develop your IP needs.
- Proactively, tap into local universities, companies, and venture capital firms to meet inventors, set up networks, and make connections that are not readily apparent to most people.