According to a study by Stanford University, collaborative work increases employee efficiency in completing tasks by 50%, while boosting engagement and motivation. What are the levers behind this positive correlation between collaboration, performance, and engagement? Let’s take a closer look.

Collaboration: definition and benefits

According to Françoise Détienne, a researcher at the CNRS at its information processing and communication laboratory, collaboration is “the act of working or thinking together to achieve a goal or to create a joint project”.  The idea of collaboration therefore does not only convey the idea of working together, but it also places this teamwork within a common goal, a shared vision.

Meeting specific needs for better performance

When a business culture values collaborative dynamics and emphasizes collective intelligence rather than individual success, it goes some way to meeting crucial employee needs, such as belonging to a community and being autonomous, which were ranked as priorities by respondents of the Work Perceptions 2018 study. When employees have these needs met, they are more absorbed in their tasks and produce better quality work. So collaboration generates deeper cognitive engagement and therefore the company performs better.   

Collaboration: fertile ground for innovation  

A study by Steelcase also shows that 90% of employees and 93% of managers surveyed consider collaboration to be essential in generating new and better ideas. Collaboration actually appears to be a fundamental driver of innovation since it promotes the idea of working together to solve complex problems, thereby generating creative ideas. A collaborative culture creates spaces in which employees can express and compare diverse perspectives, thereby stimulating them to create more effective and more innovative solutions.  

Happier employees

Finally, according to the Work Perceptions 2018 study, collaboration makes employees happier. When they play an active role as part of a team, they tend to improve their ability to express themselves and increase their self-confidence, ultimately reinforcing a sense of personal accomplishment at work. The Stanford University study also showed that collaboration reduces mental exhaustion. Indeed, it would appear that an environment that values collaboration seems to reduce the psychological cost of effort. Collaboration is therefore also an important lever for employers in safeguarding their employees’ physical, psychological, and mental health.  

The need for a leader  

While collaboration has many benefits, it isn’t a natural instinct. Even though we are deeply social creatures, we have grown up in societies that put us in constant competition with each other, now that is our default work mindset.  As a result, intentional and repetitive cooperation habits between employees need to be instigated and maintained by a third party: the manager. There are three essential levers to success.

The key to good collaboration: communication

In all countries and sectors of activity, employees surveyed as part of Work Perceptions say that effective communication encourages cooperation. That means clear and precise requests from management; open spaces for dialogue where employees can ask questions, express disagreements, and be creative; the establishment of various communication channels; and finally, alignment with a shared vision.  

Autonomy and collaboration—a virtuous circle

As we mentioned earlier, the need for autonomy is one of the top priorities for employees today. Meeting this need requires clear and effective communication, well-defined objectives, and structured individual and collective development. When that happens, a “circular relationship” begins, and autonomy and collaboration is established. Greater cooperation means that more work is done autonomously, and more autonomous initiatives often result in coworkers doing more relevant work. So empowering employees as they develop their skills is crucial to fostering a collaborative culture.  

Creating a collaborative culture by example

Initiating cooperative dynamics also means embodying them, showing the way forward. For example, managers can delegate certain responsibilities or tasks to members of their team. This can strengthen trust between colleagues by fostering their sense of recognition and confidence in their abilities. Furthermore, when a manger explains to someone why a task falls to them, they are invited to share their point of view and improve the initial thought process.  

Create good signals, not just good structures:  

Two opposing trends coexist in the world of work today—open spaces are flourishing and countless communication channels are being designed to bring individuals closer together, yet more and more people are working from home, which means emptier workspaces and more communication mishaps. It is important to remember that collaboration is not only embodied in material form. The Stanford University study shows that you don’t always need to be physically present to feel the benefits of effective collaboration. In other words, the goal is not to be all together in the same room all the time. What really matters is how the work is presented and organized... And embodied.

Collaboration increases employee well-being for individuals, and contributes to greater cognitive and personal engagement, resulting in improved company performance... Provided you get the right guidance!