Skip to main content

We vs Them - relationships in business

“We” vs “Them” – relationships in business

Somewhere, sometime, I read an article that referred to “creating a stronger we” by “identifying a them”.  We seem to do it in all levels of our lives, both business and personal.
In its extreme form it can become dangerous!
In business, sport or life in general, when building teams or a strong culture, us and them scenarios form a significant part of a winning strategy.
Obvious stuff.
However, in a world where we have opened the traditional barriers and borders via social networking, new networks are being forged every day.   People belong to multiple groups and are aligning themselves in a different way.  
The traditional concept of brand and group loyalty is changing as a result. 
While loyalty levels to the groups might vary, most of us have a strong desire to belong.  The global village offers unbelievable opportunities for building powerful networks, regular contact with people from all over the world and continual learning.  
If you read Dr Robert Cialdini’s 6 Principles of Persuasion, the one that pertains is Social Proof.   We feel more comfortable doing something that other people are doing or have done before.
Recently, my husband and I were travelling overseas and eating daily in restaurants.   After a few days, I realised that we were selecting our restaurants by how full they were.   We assumed that fuller (the restaurants, not our stomachs) meant better…
Unsettled staff and clients were always vulnerable to moving on, social networking has now opened up the happiest of people to constant new opportunities.   FOMO (Fear of missing out) encourages companies and individuals to make quite significant changes, just in case.
How do we create stability in an ever changing and open business landscape?
·       We need to create an environment where our employees feel fully engaged, part of a great, culturally strong team;
·       We need to have a strong brand position and service delivery that attracts, and retains, clients who want to feel part of a winning solution
Adding winning strategies; an understanding our competitors’ strengths and weaknesses and excellent, relevant products and solutions create the right situation for harmonious decision making and alleviating cognitive dissonance.




Links, References and Notes

Accsys provides people management solutions ie Payroll, Human Resources (HR), Time and Attendance as well as Access Control/Visitor Management.
The company develops, implements, trains and services our solutions.  We provide readers, turnstiles, booms and CCTV.
We run both on premise and in the cloud, as well as mobile options for ESS.  Recruitment, online education and Business Process Outsourcing (BPO) are part of our offering, too
Note 1 – Admiration Groups – This is a term I use for people whose position or lifestyle is perceived to be desirable and therefore to be copied by those who admire them.
Note 2 – Cognitive dissonance - https://www.google.co.za/url?sa=t&rct=j&q=&esrc=s&source=web&cd=2&cad=rja&uact=8&ved=0ahUKEwjl7MKdl7rQAhXpA8AKHTu4ALsQFggjMAE&url=https%3A%2F%2Fen.wikipedia.org%2Fwiki%2FCognitive_dissonance&usg=AFQjCNE_zWQ_U6i4qo03k4H16BPAh5phGw&bvm=bv.139250283,d.d24
http://www.accsys.co.za/accsys-peopleplace-talent-management
email:      tschroenn@accsys.co.za
twitter:   @TerylSchroenn

Note:   Thank you for reading Teryl@Work.   Should you wish to use any of the material, please acknowledge this blog as the source.

Popular posts from this blog

Thinking of leaving - should you discuss it with your manager?

The exit interview is not the time to tell your manager that you would have stayed if.....   When you are serious about your career, and really enjoy your job, except for one key component, take the time to talk before you resign.

While sometimes the grass is greener, more often than not you just inherit new issues at a new company.

It is a difficult labour market in South Africa right now, there is a skills shortage, and yet there are millions of people without jobs.   Working for a stable company, with people you like, and a job you enjoy is important, and yet there are often those frustrations that give you itchy feet.

In your current position, your manager might really want to keep you, and be very interested in finding out what would make you a happier, more productive, employee.   It is also sometimes much easier to have that conversation with somebody you already know, than have it in your first weeks in a new position.

When you know you have choices, as well as know that you …

Agile workers & workspaces - a new way of working..

Being an agile worker is still a work in progress…
Is flexibility now a reality in the workplace?And is it really working? We keep renaming it – remote, activity based and agile work being some of the current terms. The assumption of control over one’s own time and deliverables does look like a great way to work and live, and it seems to be is a high priority for those entering the business world. There is also the development of the agile work space, where people come to the office each day, but don’t have a fixed work area.We used to call it hot desking back in the day and it met with mixed success.Today, office designers have started to create work spaces which are intended to encourage innovative thought, cross departmental collaboration and improved productivity. My research indicates that the mix of engaged and disengaged employees in an open plan workspace does not always have the desired effect of the positive workers influencing the culture.In fact, a case study of a senior execut…

The Gig Economy - HR and other issues

The Gig Economy has emerged as a topic of discussion and I understand that Intuit has posited that 40% of US workers will be independent contractors by 2020.  That is 3 years away! What is a gig employee?  Uber, Lyft, and Airbnb all utilize gig employees as the delivery mechanism for their apps.   While they are all clear that they are just an App and don’t employ the gig employees, governments and employer bodies are analyzing the risks and reports are indicating that they are significant. As a contract worker, which is how Uber defines their drivers, there is not an employer/employee contract in place.    While Uber, and other similar companies, create the mechanism for people to deliver a service, they consider themselves brokers, for want of a better word, and not employers. The UK is looking into the situation and considering legal structures .  The concerns are particularly when people have a single source of income, although they are not formally employed.  This leaves them in a …