5.

Explain methods to build and maintain positive working relationships with colleagues in
your own and other departments.

Since human beings are generically social creatures, the importance of good relationships in the
work place has always been a major contributing factor in a positive work environment. The
practice of maintaining good relationships determines the success of an organisation and it
employees.

The basic traits of a good relationship are trust, mutual respect, mindfulness or cognisance,
embracing and accepting diversity as well as communicating clearly and openly. Being human
beings we are susceptible to the base human emotions of xenophobia, bias and bigotry. At
inopportune moments these traits may surface and may ruin perfectly good relationships.
Especially in a dynamic working location like an educational institution were people from
different background come together and work towards achieving a common goal, negative traits
like bias and bigotry needs to be eradicated.

Building relationships - The When, The Where, and The How: -

As we reach a certain age our interests change, and so does our ability to make and
maintain good relationships. We create boundaries and only gravitate towards a certain type of
people. In the work place fostering such behaviour can lead to major pitfalls during critical
moments especially in work projects. In order to form a cohesive bond between employees, team
building efforts like outbound programs can be organised. These programs can be task that are
allotted to groups or teams which helps
 Build a sense of togetherness
 Bring out their leadership skills
 Open up channels for proactive communication
 Increase factors such as emotional intelligence and social sensitivity.
 Share and Understand Their Common Goals

Good working relationships with everyone may be impossible, but we must certainly give
extra attention to certain relationships. Good relationships with key stakeholders in your
institution can be fruitful to your department. Stakeholder’s interactions can determine your
success or failure. Forming a bond with these people will help you ensure that your projects, and
career, stay on track. By doing a Stakeholder Analysis you can identify them and dedicate time
to building and managing constructive relationships with them.

In summation we can strive towards building and maintaining good relationships in the work
place by following these simple rules:-
1. Create a clear and concise organisational mission. Any great mission needs a motto.
Creating one that resonates with the general consensus can bolster moral for the whole
department.
2. Encourage teamwork using team-building activities. Arranging a company-oriented
outing, or involve the office in a team-based charitable activity.
3. Clearly define group expectations promptly and routinely. Inform team members of their
duties and goals. Clearly inform them about the level of performance required. Set clear and
measurable goals for your individual staff members. Employees must know what to do, how
to do it, how well the task must be done and where to turn for help.
4. Positive reinforcement, Rewards and prompt Grievance Redressal. Acknowledge staff
members publicly with written or verbal commendations when they exceed expectations and
provide assistance to those who are failing. Model the behaviour of creating good workplace
relationships by actively seeking opportunities to offer assistance that will help co-workers or
support staff do their jobs better.
5. Manage Your Boundaries. Creating boundaries will lead to better time management.
Certain relationships can impact our jobs, especially when a colleague begins to monopolise
your time. It is important that you're assertive about your boundaries, and that you know how
much time you can devote for social interactions.
6. Difficult Working Relationships. It is essential to maintain a professional relationship with
people, even when you cannot relate to them emotionally. Put in effort to get to know the
person. It's likely that they know full well that the two of you aren't on the best terms, so
make the first move to improve the relationship by engaging them in a genuine conversation.
7. Make an Effort. Devote a portion of your day to building good relationships. Even five
minutes a day, it can be just a even conversation about the weather, can help to build a bond
between you and a colleague. Be honest and avoid gossip and slander. A great compliment is
an act of good will. The more you give, the more you receive.
8. Be realistic. Not all relationships can be great; but make sure that they are, at least, amicable.
9. Apologise when needed. An eye for an eye makes the world go blind. Try to apologise if
even if you know that they are wrong. Be the bigger person, your soul will be thankful for it.
Compromise in any relationship can lead to channels for open dialogue.
6. Describe how you will identify the performance of individual team members and the
methods you could use to support them in achieving performance requirements

Performance management techniques can help in reviewing and measuring the performance of
your staff members. Key methods that can be considered are:-

1. Performance review meetings. They allow you to consider staff members’ performance on
a regular basis. You can also inform them on how they are performing and where (and how)
they can improve.
2. Performance objectives. Each staff member can be provided with sufficient challenges to
make the most of their skills and abilities whilst also contributing to the goals of your
department as well as the university. A two-way process of discussion and agreement with
each team member must be set-up. Objectives must be regularly reviewed so that they remain
in line with departmental goals.
3. Personal Development Plans (PDPs). These plan help in defining an individual’s
development needs, and how they can be addressed. The plan should relate to the
achievement of performance objectives. A clear outline that specifies actions that both you
and your staff members can take to progress towards the achievement of performance
objectives must be defined.
4. Support Innovation. An organisation that remains flexible and innovative can build on current
successes without consistently overtaxing their staff members. Help set up a workplace that
supports free flow of ideas. Ideas flow more readily in a relaxed and agile work environment.
Encourage regular breaks and informal brainstorming sessions
5. Leadership matters. Leaders must be clear on vision and mission. They must have a clear
idea of about individual efforts and strategic goals. Good leadership can create a culture of
improved productivity. Leaders should be open to new ideas and willing to take risks in order
to reach higher performance levels.
6. Right people for the right Job. Hiring well can be the single greatest factor in contributing
to an institutions success. The right person will not just bring in a particular set of skills or
knowledge base, but will also be solid additions to drive forward your organisations vision
and values. That’s why it’s important to include vision and values during the hiring and
interview process. Asking the right questions that get at the information you need to know
will make sure that appropriate people get hired in the process.
7. Keep learning. An organisation remains green as long as it employees are willing to learn
and grow. Knowledge gives rise to innovation and creativity. Learning new skill set can
improve in the employee’s sense of self as well as create value addition in the work place.
8. Streamline processes. The start of a new academic year is the best time look at process
integration in the workplace. Streamlining processes between teams and departments can go
a long way towards maximizing productivity. Part of any process integration effort should
focus on breaking down obvious silos and barriers in order to help groups and individuals
 feel more connected to the greater whole. Part of innovation and enhanced productivity
comes from fine tuning existing processes and roles. Ask your staff members for their
thoughts on ways to streamline processes, and encourage brainstorming around process
alignment.
9. Build commitment. Any organisations need dedicated and committed workers for it to grow.
Create personal as well as organisational goals. Make your staff members stick to these goals
with gusto. Inspire them towards achieving them in whatever way possible. Clear
communication is paramount. Communications should be transparent and factual. Employees
whose ideas and concerns are listened to and acted upon by management will feel connected
and are part of the decision making process. Feeling part of an organisation goes a long way
toward building commitment and dedication.