What are the best ways to encourage peer support in the workplace?

Part of peer support at work is the crucial need to understand learning loops and different ways to enable that. Most people have some quiet information about their role that's not in the documentation because it's so nuanced that they don't even see it as valuable. And the team learns that only when the person leaves. To avoid this, teams should set up learning loops and shadowing systems. This helps teams find the nuanced skillsets and information they often miss and prepare for the holiday seasons without a hassle.

A great way to get started is creating a manual that gives clear goals and the steps to get there. Re-evaluating this from time to time to stay updated will keep it relevant.

One of the best ways to support peer support is to tell them that we are with them in putting in their efforts and empathising with their situation. It is also about sharing the anxiety that they have with us so that they don't feel excluded and to offer them help and support when needed.

You can do this by showing interest and empathy, listening actively, asking questions, and offering help and advice. You can also demonstrate openness and willingness to learn, seek feedback, and implement changes. By modeling peer support behavior, you can set an example and inspire your colleagues to follow suit.

Communication is key to enhance peer support. Keep it clear and concise along with having clarity on expectations. Definition of primary and back up job responsibility also helps The team leader has a huge responsibility in enhancing the peer support within the team by leading by examples - recognise and celebrate handwork, positive attitude along with achievements and invest time and efforts in development of each individual in the team. Cultivating the habit of continuous development and learning from one another enhances peer support as well

Uma excelente dica é incluir grupos de trabalho compostos por diferentes equipes para buscar soluções de desafios e demandas interdepartamentais. Maximiza-se a inovação, e claro, a interação.

Many organizations use the buddy system, pairing existing employees with newcomers, which is a fantastic way to offer support and encouragement. Additionally, activities like morning exercises, recreational activities, and occasional game events on Fridays or weekends create chances for colleagues to interact and build stronger relationships. These events not only foster a sense of teamwork but also provide valuable opportunities for peer learning and growth.

Opportunities for interaction is more like the tools needed to work. Members will need a space or environment where they can apply what they have learnt. It is through that you can discover how members understand the part they play in the team, and if there are loopholes, fix them. Always give members the chance to implement or exhibit what they have learnt. It may not be excellent, but practice makes better.

Tener espacios comunes interdepartamentales puede ser una buena idea para crear interacciones e incluso detectar situaciones que formalmente no se comunican. Establecer un evento interdepartamental (como un café, una comida, etc.) puede ser interesante para fomentar las relaciones entre personas de la empresa.

In my experience, mixing and matching teams every once in a while to refresh the creativity with new thoughts and perspectives is also great. Teamwork with the same people can create a lull that can often lead to independent work rather than cooperative work, especially when the team simply doesn’t really work cohesively. Trial and error is your best friend!

Sharing is caring! E nesse caso, compartilhar um feedback afirmativo pode ser essencial para garantir que as atitudes positivas e de apoio mútuo entrem de uma vez por todas na cultura da empresa. Nunca subestimem o poder de um feedback!

I strongly agree with this, if we appreciate them they will work with heartfelt interest. Appreciation and rewarding is more important then spreading money.

Establecer un canal de feedback positivo puede ser muy reforzante para conductas que queremos fomentar. A todas las personas nos gusta que nos reconozcan lo que hacemos y nos hace sentir satisfechos y generar que se continúe dando una conducta. Esto es mucho más efectivo que castigar o penalizar un comportamiento que no se da, ya que ello puede provocar enfado y desconfianza con el manager, lo que puede ser contraproducente.

Exemplo é tudo! Sobretudo quando vem da liderança, um exemplo bem dado vale mais que muitos discursos. Ser um exemplo de colega de trabalho empático e cooperativo pode impactar definitivamente na integração da sua equipe.

Ser exemplo de comportamento é importante para mostrar que é possível cuidar das relações entre os pares e dar o suporte necessário para alcance dos objetivos em comum. E bons exemplos podem ser copiados. Façamos isso de forma genuína e sincera. Eu, por exemplo, costumo perguntar, de maneira até informal, se a tarefa que fiz realmente ajudou e deixo o espaço aberto para eu receber um feedback. Se os exemplos virem das lideranças, o impacto positivo é maior.

El coaching por parte de los líderes puede ser un detonante para inspirar a un grupo de personas para transformarse en un equipo efectivo. Será importante hacer las preguntas correctas, mentorear, guiar, y ser agentes del cambio poniendo el ejemplo.

Estimular a Empatia é a chave para fortalecer a colaboração entre colegas no local de trabalho. Quando nos esforçamos para compreender as perspectivas uns dos outros, construímos uma base sólida de confiança e apoio mútuo. Vamos continuar promovendo uma cultura onde a empatia seja uma força motriz, contribuindo para um ambiente de trabalho mais unido e produtivo.

I agree! Many communication issues stem from a discomfort in asking questions or being open in your thinking, and an incredibly easy solution is to be the example. Ask the simple questions that may be obvious; send a compliment even if they don’t seem like they need it; and offer to be a helping hand so they have a mental safety net.

In my experience, having a set of ethos and values that set the culture of a company is a great way to create an environment where all can thrive. Allowing challenge, will allow individuals to gain perspectives of those different to their own, which in turn may provide a greater level of understanding which previously may have been lacking. Being clear and consistent with communications, and how you message these will help breakdown any barriers that may arise. But if you don’t have a culture that embraces a diverse group, and an ability to challenge, this may not be possible.

Não tenha medo de endereçar desafios e ter conversas difíceis. Mais vale o esforço de identificar e superar uma barreira do que o impacto negativo de ter uma equipe pouco coesa e pouco integrada. Uma dica é identificar quem são seus aliados pela integração em diferentes equipes e constituir uma força tarefa em conjunto para combater a resignação do individualismo.

In my experience, the best way to organically increase peer interaction and support is to reduce the amount of separation encouraged through titles or pay grades. Lumping employees into groups without considering the immense value of mentorship or learning through example is a massive contributive factor in workplace turnover. When employers willingly encourage pay ambiguity, and allow their hard working employees to operate under the false notion that they are only worth what they take home; employees tend to close-inwards, and focus on whatever metrics and KPIs may lead them to feeling more valuable.

I believe one way can be being open to ideas, prospective from peers and fostering a bond where everyone's opinion is heard, acknowledged and appreciated without act of superiority or a competition. You look at the bigger picture of the goals within the company and act collaboratively to reach there.

Evaluation is an ongoing process that can not occur in solitude. To make it truly effective, it needs to incorporate a range of experience with opposing ideas. From diversity we can create new and exciting ways to improve peer support based on what the culture of the space needs to function optimally.

Foster peer support in the workplace by encouraging a collaborative culture, recognizing and celebrating team achievements, facilitating open communication, encouraging knowledge-sharing and providing opportunities for team-building activities.

As a leader in an organization, be open to receiving new ideas from staff members and be a servant leader. Do not just give commands but also engage in the activity. Encourage teamwork and maintain an open communication system.

Outra forma seria fomentar uma Cultura de Colaboração como essência para o sucesso coletivo no ambiente de trabalho. Quando todos, desde a liderança até os membros da equipe, valorizam e incentivam a colaboração, criamos um ambiente onde o apoio entre pares se torna natural.

Un ejemplo que he visto es que cuando uno llega a ser un nuevo elemento en el grupo de trabajo suele contenerse en aportar sus ideas o quizás en algún punto corregir algo que pueda estar mal, esto se debe a muchas veces a la falta de liderazgo en grupos y predomina el sometimiento de colegas o jefes que no abandonan sus ideas y no aceptan que algunas veces existen otros métodos que den un mejor resultado.

I think one way is to Publicizes their value and promote their support by reflecting that you are a fan of such behavior to support.