Relationships in the team. Psychology of relationships at work

Relationships in a team have a tremendous impact on the efficiency of the work process—every competent manager knows this. For many, work has long become a second home. That is why knowledge of the psychology of relationships in a team plays an important role.

Each employee is individual, has his own, sometimes difficult, character, preferences and wishes. Therefore, it is not surprising that conflicts and quarrels often occur within the team. How to avoid them and create an atmosphere of mutual understanding?

Social psychology of the team

The team at work is a social environment. It consists of many different people. They have different views on life, upbringing, goals for the future and abilities. However, they have to spend some time together and solve common issues. Interaction in this case is a direct path to the success of the company.

A person learns to find a common language with a team from early childhood. First comes kindergarten, then school, then university and, finally, work. And every time you have to adapt to new people. However, this is not always easy to do. As often happens in adulthood, people leave their jobs due to the fact that they do not fit into the team. And such cases are not uncommon.

The relationship between colleagues can be demonstrated with a clear example. Let's say a new employee comes to the company - a young and beautiful girl. What will those who have been working here for a long time experience at this moment? Most likely, there will be interest and, at the same time, tension. An employee can be compared to a foreign body that is at the stage of exploration by the body (in this case, the team). It is examined, studied and evaluated.

People will treat a new person differently. Some people will like the girl for her professional and personal qualities. For others it will irritate and irritate. In both the first and second cases, you will have to put up with the new employee, since relationships in the team as a whole and the activities of the company depend on coordinated work.

Five Types of Team Management

The type of company management is often divided into five components, where the boss does not interfere in the management of the team, does a lot himself and does not delegate his functions.

He aims to keep his position and nothing else. It is not surprising that the team does not like him, because he does not feel any concern for himself. In this case, production often suffers, because the manager simply physically cannot know everything, and since he does not resort to the help of others, he is practically marking time.

The second type of leadership is practically familiarity. In such a company, the manager takes care of everyone, sets a comfortable pace of work, but he is also not particularly concerned about the results, because caring about people sometimes involuntarily dampens them, and they sit on their necks. Favorites may also appear, which also leads to a decrease in results, since there is less demand for them.

A manager who sets tasks but is not interested in the human factor is also not very good in companies, since people simply work in them to their limits. The task may be assigned to an employee who does not have sufficient competence to deal with it.

Also, not everyone can withstand such a command style, since orders are usually not discussed, and dissenters face dismissal.

If a leader has a golden mean in leadership and psychological approach, then he achieves excellent results from the team, since he does not demand the impossible, but also does not give up in solving problems. This is convenient in those structures where the team is small and of different ages.

However, working as a team works best. Since the manager takes into account the interests of the company and at the same time unites the team at all levels.

Not everyone is able to unite people with different interests and personalities into one team, but especially gifted and charismatic individuals succeed in this. Naturally, such a leader must himself be a model of dedication and competence so that employees follow him.

The manager gives the employee self-confidence, allows him to gain more managerial functions, and develops him into a professional. Trust on the part of the manager and the reduction of supervision allows the formation of additional management personnel of the company who can independently cope with any of the company’s tasks.

Psychology at work and team relationships

The branch of psychology that studies relationships in a team is rightfully considered the most difficult. And this is not surprising, because misunderstandings constantly arise between colleagues. There are several reasons for this state of affairs:

doubts about the professional qualities of another person;
setups in front of management;
gossip and denunciations.

Similar problems happen in every team without exception. You can not only easily get rid of them, but also turn them to your advantage. This requires minimal knowledge of the psychology of communication and relationships with colleagues.

Types of management relationships

Depending on how developed a particular type of management relations is in an organization, one can judge the efficiency of production.

Relations between centralism and independence

Under centralism, higher authorities determine the activities of lower ones, as, for example, in the relations between the state and industries, industries and enterprises, enterprises and departments.

Independence assumes that subjects of activity can determine their own tasks, but such work should be aimed at achieving common goals.

Relationships of coordination and subordination

Subordination presupposes the subordination of subordinate structures to higher structures and the issuance of directives “from above.” Coordination provides more opportunities to defend one's interests while performing common activities. The main indicator of coordination is the adaptation of subjects to each other's needs.

Responsibility Relationships

They imply the fulfillment of the rights and obligations of subjects to the fullest extent. Relationships of responsibility are realized, for example, through the dependence of work results on the correctness of management decisions made. They appear as a result of the demands that the parties (employees and managers) put forward to each other. Such relationships are consolidated through regulations, instructions, informal rules, systems of rewards and sanctions.

Types of relationships at work

Relationships with work colleagues vary. They are built according to three main schemes, each of which has its own characteristics, advantages and disadvantages.

Psychology of equal or friendly relationships

This is the closest communication. People praise each other, but will make reprimands if necessary. This type of relationship is not suitable for a manager and one of the employees. And there are reasons for this.

The friendship between the boss and one of the team members sets the latter apart from the rest. He occupies, so to speak, a privileged position, which others will definitely not like. This is a direct path to conflict.

Psychology of relations between elder and younger (from the position of the elder)

This type of relationship at work is divided into two subtypes:

The mentor is the student. The first helps the second with advice, but does not guide him in any way, much less participate in his work. A student is unlikely to listen to advice if it comes directly from a boss who is poorly versed in work processes. A mentor gives you the opportunity to improve and move in the right direction.
The leader is a subordinate. The boss evaluates the work of employees, controls it, and, if necessary, punishes or rewards it. Here we are not talking about close relationships, because they will destroy discipline in the team.

It is worth noting that the same person cannot be a leader and a mentor.

Psychology of the relationship between junior and senior (from the position of the junior)

Like the previous type of relationship, this one is divided into subtypes:

The subordinate is the leader. The main task of the first is to take responsibility for his duties and follow the instructions of the second. He also needs to respect the leader, no matter what kind of leader he is.
The student is the mentor. Relationships in a team of this type presuppose that the first one listens to the advice of the second. And he not only listens to them, but thinks about them and tries to put them into practice. If a student argues and refuses to listen to the work mentor, he is not ready to learn. In this case, all conversations are useless.

Each of the listed relationship development schemes makes it possible to build a healthy atmosphere in a team and establish communication.

Interaction with colleagues

Overcoming communication barriers in a team is very important for many reasons. Good relationships between colleagues:

facilitate collaboration when working on common tasks;
make your work with colleagues more interesting and rich;
impart team spirit and provide support;
Because you enjoy your work, you devote more effort to it and achieve better results.

How to join the team at a new job?

So, you got a new job. It's time to think about how to build relationships with new people. Many of us believe that this is the most unpleasant period of working life, while you still don’t know anyone and don’t know the norms accepted here.

However, psychologists are confident that if you follow the instructions below, the problems of establishing connections will bypass you.

Observe and observe again. Try to notice how new colleagues behave in a given situation.
If you're not sure, don't hesitate to ask. For example, where to store those document folders or where to place your clothes. This way you will kill two birds with one stone: get an accurate answer and start communication.
If suddenly a colleague doesn’t tell you anything, ask someone else for help.
Remember everyone by name and face. This may be difficult for you. But believe me, this is task No. 1 now. In the first couple of days in a new place, you have the right to ask again the name and patronymic of a colleague if you are not sure that you remembered correctly.
Find out if the organization has a general chat where it is customary to communicate and transfer information. If yes, then join it immediately.
And finally, have lunch with your new colleagues. This way you will quickly find a common language, get acquainted with their style of communication and norms of behavior. Don't be afraid that you will be rejected. Most companies treat newcomers favorably.

Ways to achieve respect in a team

Let's talk about how to communicate correctly with colleagues at work. Here are 10 fundamental principles.

Be honest in communication, tell the truth, avoid lies. Most people will appreciate your directness.
Stay positive while working. This will help establish good relationships with co-workers. Agree, no one likes whiners.
Be an open and friendly person. Even if you don't want to communicate with colleagues, it may be worth overpowering yourself.
Maintain conversations on any topic, not just professional ones. If a colleague wants to discuss movies or the weather, do not refuse him. Remember that common interests bring people together.
In continuation of the previous point: take an interest in the lives of your colleagues. For example, ask how your vacation was, where your colleague went, etc.
Just don’t pry into his soul and ask for details of his family life.
Don't be shy about asking your colleagues for help if you really need it. The main thing is not to abuse it.
In turn, be prepared to help your colleagues. This way you can easily establish contact.
Show sincere respect for each team member. Remember, everyone has their flaws. You should be more tolerant of them.
Keep your word. If you promised to complete a project by Thursday, keep your promise. Colleagues will trust you and know that they can rely on you.
Don't try to please everyone. This is simply impossible. There will always be people who will be unhappy with you. The main thing is to perform your duties conscientiously, be humane and polite in the workplace.

There are so-called special working conditions when you are in a non-standard environment. For example:

Are you a woman in a male team?

There are now unexpectedly many representatives of the stronger sex around you. Some consider you a “blonde” and are sure that there is no place for a woman in this job. Others show signs of respect and make timid attempts at courtship. Still others immediately take it as an equal.

Now you need to keep yourself in good shape and take care of your appearance more than usual.

You may also have difficulty presenting yourself as a professional and may experience an arrogant attitude.

Well, alas, you’ll have to forget about talking with the girls from the next department about manicure, new fashions and other “feminine” topics. To establish a relationship with a male colleague, you will have to work hard.

Are you a man in a women's team?

Now you are surrounded by many charming (and not so charming) representatives of the fair sex. On the one hand, you enjoy being in their company. On the other hand, you feel increased attention to yourself, which can interfere with normal work.

When interacting on shared tasks, keep conversations going. Remember, women love to talk. Even if you can’t find a common language right away, don’t give up trying.

Watch your speech. Obscene language is now completely prohibited.

Also try not to accidentally offend any of the ladies with your words. Women are by nature more touchy than men. You don't want to make an enemy, do you?

Present

A work team is made up of people who have a lot in common. Therefore, it is customary to congratulate colleagues on various holidays and important events, such as:

New Year;
Birthday (for men and women);
March 8;
February 23;
wedding;
birth of a child;
retirement.

It is important to give gifts chosen from the heart. So that your colleagues will sincerely rejoice at your presentation.

What to do if a co-worker does not communicate with anyone?

Every organization employs single people. They don’t go to corporate events, have lunch alone, communicate little and only about work, and don’t say anything about their personal lives.

Why do they behave this way? Maybe this is a sign of arrogance? Don't rush to conclusions. Here are the main reasons that force people to be single:

They are introverts and don't need a lot of communication. Moreover, it stresses them out. They prefer to work with concentration and relax in silence. It’s better not to touch such people, you won’t be able to change them.
These are very shy people. They would be happy to establish contacts with colleagues, but they don’t know how and are embarrassed. If you have such a colleague, help him, invite him to go to a cafe together for lunch break, approach him, ask about his business.
They perceive the atmosphere in the team as tense and unfriendly. They are afraid that any word spoken could be used against them. Therefore, they avoid getting close to colleagues. If gossip and intrigue really flourish at your work, then it’s time to think about yourself, and not about your silent colleagues.

If you yourself do not communicate with others

We have already talked about the reasons that could prompt you to behave this way in the previous paragraph. It remains to be seen whether this is normal or if something needs to be done urgently?

If you don't want to communicate with colleagues because of your personality traits, try to find a compromise.

Understand that we all live in a society. And at work we have our own circle of colleagues, with whom it is necessary to maintain relationships. Try to be involved in collective life at least minimally.

Attend joint events, even if you are bored. This way you will at least demonstrate your willingness to be a member of this team.

If you avoid communication due to shyness, urgently start working on yourself.

Shyness is not that hard to overcome. Don't rush, take things step by step. Find articles by psychologists on this topic, read books. Better yet, go to a live training session. It will be easier for you to relax there.

Rules of good manners

Relationships at work with colleagues should be built according to a few simple rules. The first concerns friendliness. You shouldn’t be rude or rude to others because you’re in a bad mood. Being polite and grateful isn't that hard. These qualities endear people.

However, caution must be exercised here, since close relationships in a team and informal communication can play a cruel joke. For example, a young employee will seem like a rival to women from the team. Men, because of her too free behavior, will consider her flighty and will lose all respect.

The second rule is a logical continuation of the first. You should not tell your work colleagues personal information about yourself. Good intentions and trust easily turn into gossip, speculation and envy. It is enough to tell the generally known minimum.

The third rule is similar to the expression “don’t run ahead of the locomotive.” Of course, it’s good if your abilities allow you to do the work quickly and at the same time with high quality. However, the team consists of different people. Some people work faster, while others, on the contrary, spend more time completing tasks. You should not try to correct or retrain your colleagues. They may take it as a challenge.

And finally, the fourth rule. It calls not to ignore the rituals and traditions of the collective. Joint dinners and holidays will only improve the relationship.

First day: fatal success

Relationships in a team at work largely depend on the first impression of an employee. He will have to pass a kind of test, the results of which will be the basis for his further communication with colleagues.

So, on your first day of work you need to follow a number of simple recommendations:

Dress as modestly as possible, even if in real life your clothing style can hardly be called modest.
Don't forget about the rules of etiquette. The minimum is a greeting and words of farewell.
Do not flirt with male representatives. This will only ruin relationships with them and with women.
Don't argue trying to prove you're right.
Don't reveal too much about yourself.
If necessary, ask colleagues for help.

It is not difficult to follow these tips. It's enough to just relax and try to enjoy your work.

We are so different and yet we are together

Building healthy relationships at work isn't easy. This is due to the fact that each person is individual. There are several types of employees:

Angry or grumpy. Unfriendly people who are always dissatisfied with something and easily lose their temper. For them, every word or reaction of others is an opportunity to throw out negativity. Such people have no desire to talk about good things.
Envious people. The favorite pastime of such team members is spreading gossip, both at work and outside of it. They discuss everything from new lipstick to professional activities. These people are simply bored. When communicating with them, you need to avoid talking too openly about yourself and your family.
Rigid colleagues. They don't like change. Even if the new one is many times better than the old one, they will not change anything. Relations with such employees should be based on strict adherence to established rules and instructions.
Advisers. They constantly teach those around them, giving out advice left and right. They are harmless. The worst thing that their behavior leads to is a quarrel at work. When communicating with colleagues of this type, you need to take the initiative and ask for advice first.
Pedants. React to the slightest inaccuracies and details. It is quite easy to moderate their ardor. It is enough to shift some of the responsibilities that require great attention and scrupulousness.
Artists. They love to be the center of attention. Scandals at work are a way for them to recharge their energy. A couple of compliments and attention will turn them from enemies into allies.

These are just a few types of employees. In fact, there are many more of them. And if you can’t find a way to build relationships with them, you also need to pay attention to yourself. Perhaps the problem lies in your character and actions

Bullying: one on one

When the boss of Maya, who worked as an assistant judge, was hospitalized for a whole year due to a serious illness, his employees were temporarily transferred to another site. There the woman had to deal with the inappropriate behavior of one of her colleagues. “She worked as an assistant to my new manager and for some reason immediately took a dislike to me and played dirty tricks with terrible force. Then rumors will spread behind my back that I allegedly got the job through bed. She kept silent about the boss’s important request, but she herself blatantly lied to him that she told me everything,” Maya shares.

This is another version of psychological terror - bullying (bully), or the persecution by one person of another, usually of equal status. It is believed that a feature of bullers is a constant thirst for “fresh blood”. Often after the victim, unable to withstand the bullying, quits, the attacker takes over for the next “lamb.”

What can provoke colleagues into conflicts?

According to psychology books, healthy relationships in a team are sometimes threatened. There are many reasons for this:

unsociability, reluctance to make contact;
complaints and denunciations against colleagues;
bad mood spilling out on others;
excessive self-confidence and straightforwardness;
fear of overworking;
comparison of former work with current one;
excessive curiosity towards colleagues;
loud conversations on the phone, elevated tone when communicating with others, strong aroma of perfume.

Another reason for a possible conflict lies in workaholism. Sometimes the desire to do quality work is perceived from the outside as a desire to curry favor with management or stand out from the crowd.

Relationships in a men's team: let's set priorities

In a male team, as well as in a female team, conflicts often occur. There are several ways to prevent them:

Always look perfect. The best clothes for work are a formal business suit.
Extra attention from colleagues or even flirtatiousness surprises and baffles. There is no need to be rude in response. It is better to remain silent or move the conversation to another topic.
It is worth remembering that each member of the team is an employee like everyone else. Therefore, demanding special treatment for yourself is not nice.
Do not react to provocations too emotionally. It is important to remain calm even in cases where emotions are brought out on purpose. This requires resilience.

The most important thing is to show respect to all colleagues at work without exception. We can say that this is the key to a good relationship.

Problems with colleagues: if the employee is rude

It is impossible to build adequate business relationships with aggressive people. Almost every task or remark is reacted to violently, in the spirit of: “Why should I do this?” You have to waste time on explanations, which can escalate into a skirmish.

Psychologists believe that aggression is a defensive reaction to a threat to authority. A person prefers to keep colleagues at bay if he feels that he is under pressure.

Many employees prefer to avoid the rude person. This leads to verbal altercations becoming the norm. In addition, there is a possibility that the number of aggressors in the team will increase. In this case, feedback will become a “weapon” against aggression. But avoid the “bazaar principle”: don’t raise your voice, don’t be rude in response. The main thing is peace of mind!

“How and why to deal with impostor syndrome in a professional environment.”

It is important to show the employee that aggressive behavior is inappropriate. Don't get defensive. For example, to the question: “Why should I do this?”, do not answer: “Everyone is busy” or “I said so!” You lose your authority as a leader. Give short and succinct arguments and say that the conversation is over.

Psychologists say that it is better to talk one-on-one with aggressive employees. Hot-tempered people love conflicts in public. Invite your colleague into your office, calmly explain what you want from him, what tasks you are setting and why. Thank the person for their cooperation and tell them you appreciate their work. In this way, you can nullify a possible outburst of anger.

You cannot follow the lead of aggressive employees! Tell the person that such behavior is inappropriate. For example: “Such behavior does not look good on a professional like you.” But at the same time, it is important to remain calm, not respond with rudeness, and if the conflict continues, stop communication. You can pretend that you were distracted by work or go away to pour yourself some water and so on.

French HR managers recommend using the OPPV method when dealing with aggressive employees.

The goal is to describe the aggressor’s experiences and actions. A person must look at his behavior from the outside and understand how the interlocutor feels. This has a sobering effect, helps you switch gears and realize the problem.

How to build relationships after a conflict: advice from a psychologist

Knowledge of the psychology of relationships in a team at work does not guarantee the complete absence of conflicts. What to do if it happened?

Calm down, relax. Focus your thoughts on the good qualities of the provocateur or offender. This will help, if not forget the situation, then at least restore good relations.
Look at the controversial situation from the outside. Thanks to this, you can control yourself, preventing your opponent from disturbing the balance and thereby achieving what you want.

You can only disarm a person who plans to continue the conflict with calm and balance. These qualities, together with a sober look, make it possible to destroy all the intentions of the offender.

So, what are the relationships in a team like? Usually complex, since each person is a formed personality. Everyone has their own views on life and what is happening around them. The team includes advisers, provocateurs, envious people, pedants and even artists. If you find an individual approach to each of them, the relationship will become harmonious and healthy.

Control your postures and gestures.

Don't try to appear shorter: you subconsciously belittle yourself and make others feel it. If you are a woman, wear high heels. By the way, in psychology there is a statement that a person who is taller a priori feels a slight superiority. However, don't stand at attention in front of your superiors. Moreover, you've probably seen such a picture when a subordinate, talking to his boss on the phone (!), got up from his chair and stood up straight.