How a Flirt in a business team could affect your job results

Whether they are large companies, where there are different work groups divided for different internal activities, that of small companies, in which a single team takes care of business activities, the human component is the engine of any business.

People always work closely and share, not only the budget objectives that the company has decided each year, but also the spaces and their time, through a sociability that allows them to carry on the activities for which they were hired.

As in any social sphere within the work teams, balances must be created between people, invisible boundary lines, sometimes unwritten hierarchies and the comparison with different character reactions.

As in a football, basketball or other collective sport, a great bet that the coach makes, in our case the manager or the manager of the team , is working to amalgamate the team members, smooth out the characters, increase collective trust, increase competitiveness, in practice applying what is called "team play".

It seems simple to choose a certain number of collaborators, without knowing them, put them to work together and expect results after a certain period, assuming that these arrive in quantity and in the desired quality.

It is true that someone wins the lottery, against millions of losers, but in the company, excessive gambling always falls on the leader.

This should take care of having a cohesive, collaborative, confident team, with shared goals and with correct and constructive interpersonal relationships.

To achieve such an important balance between people it is necessary to invest time between them, to know their defects and strengths, to share the collaborative sense of their professional relationships, in a way to reduce the innate individualisms in man and the sense of prevalence, one over the other, which would destroy the team spirit.

To increase the sense of belonging to the team and reduce the sterile individual competition, which would lead to infighting, envy, teasing and actions that would negatively affect the company's results , it is also important to live together moments of common life outside the company context.

A trip or a program of excursions, supported by the company, in cultural or leisure locations have the strength to increase that spirit of union and sharing, in a an area in which personal defenses are less rigid, people's confidences and knowledge show deeper and their bond with them.

Change the mutual perception, moving the axis from a concept of colleague to one in person, with the hope that time will bring fewer colleagues to the company and more people.

In work groups, especially the young ones, there are always hopes and expectations, even non-professional ones, where sentimental preferences are the order of the day.

The world of work is no different than what can happen in moments of daily socializing, where people choose, or hope to do so, always pursuing search, consciously or not, of a human contact in different forms.

When this approach becomes concrete within the same work team, especially if it is made up of many people, it is good to understand the situation and put in place I am aware of the possibility of a change in internal equilibrium.

The flirtation between two members of the group could create envy and jealousy among some people who probably had mutual hopes towards one of the two, creating a sense of frustration and rejection , not only towards them, but also towards the group itself.

This is where the threat to collective harmony comes into play, as there will be factions to which the episode will not create any side effects and, others, which will generate consequences .

One or more frustrated people on the team will probably no longer be able to have constructive and collaborative relationships, but they will be able, consciously or unconsciously, to take punitive actions to the refusal immediately.

This can create a growing friction between the group, perhaps without understanding the reasons and without knowing how to recover the constructive atmosphere of before.

Only a careful observation of the individuals within the work team and their previous personal knowledge, can lead the manager to think that there are reasons of character extra work that are threatening the functioning of the group.

In respect of the privacy of individuals, it is important to increase personal dialogue with all members, individually, and push them to externalize their problems and tell their vision difficulties of the group.

By crossing the collected data, amalgamating them with those stored over time, comparing them with a before and after, it is possible to identify the problem areas, putting in place actions that defuse the negative feelings of the person or persons who are experiencing the moment badly.

Automatic translation. We apologize for any inaccuracies. Original article in Italian.