Working, growing and realizing oneself are the needs of almost any modern person. It is very important to find a profession to your liking, to achieve perfection in this business and is proud of the results of your work. Nevertheless, scientists have established that the performance of an employee is greatly influenced by the relationships in the workforce in which he is located. A person can be compared to a plant that blossoms in some climatic conditions, but withers in others. The socio-psychological climate plays an important role in any team. When an employee in a certain group of people is uncomfortable, and he seeks to leave it, one should not count on the brilliant results of his work. If the team has a favorable climate and good relations, then the development process of employees is accelerated, which allows them to realize themselves to the fullest.
The overall socio-psychological climate in the team depends on the following indicators:
- socio-psychological definition of the group;
- features of relationships in the team;
- the prevailing psychological mood in the team.
In a team with a favorable socio-psychological climate, employees are optimistic. Such a group is characterized by trust, a sense of security, openness, the possibility of career growth and spiritual development, mutual assistance and warm interpersonal relations in the team. In such an atmosphere, as a rule, employees feel their importance and strive for improvement.
In a team with an unfavorable psychological climate, employees are pessimistic. Insecurity, suspicion, closeness, stiffness, fear of making a mistake and distrust are the main characteristics of the members of this group. In such a collective, conflicts and disputes often occur.
The head of the group plays the main role in the formation of the psychological climate in the team. Any manager is interested in the high performance of his subordinates. If the team has an unfavorable social or moral climate, high staff turnover, absenteeism, complaints and disruptions in the deadlines for handing over the work, then the issue of relationships should be highlighted. A good leader should pay attention to the following factors:
- Selection of employees. For each boss, the professional qualities and skills of the potential employee are important. When accepting an employee for work, you need to pay attention to his psychological portrait. If during the interview the applicant shows such qualities as greed, aggressiveness, overestimated self-esteem, then he should be denied work. Such an employee can become a source of conflicts in the work collective.
- Interest in the work results of employees. It is very important that the employee is passionate about his work and strives to achieve the best results. Planned leave, material stimulation, career prospects, the opportunity to learn and improve their professional skills - these are the factors that affect the employee's interest in the work.
- Working conditions. Unfavorable working conditions can affect the psychological climate in the workforce. Extraneous noise, poorly equipped workplace, poor sanitary and hygienic conditions can become a source of irritability of employees.
- The role of the leader in the team. Those leaders who neglect their subordinates or cause hostility to them, as a rule, do not receive good results from the activities of the entire collective. The most optimal is the democratic style of behavior - the employee is not afraid to make mistakes, ask, does not feel inflated demands and imposed decisions.
There is always an opportunity to change the moral and psychological climate in the team. Carrying out of corporate parties, holidays, congratulations of employees, encouragement are those actions which will help to rally workers. Working on improving the climate in the team, each leader provides himself with contented employees who work together and on results.