- Management can spend less time checking and policing, more time developing building and coaching people
- A greater sense of belonging is achieved, the inclusiveness informing coherent and aligned behaviours
- The team supports people when needed
- New recruits are more effectively and quickly inducted and their morals stays higher for longer
What Is Required To Engender Peer Group Pressure?
- Common purpose, including Vision, Values & Goals
- Interdependency, people need to need each other
- Mutual respect
- Clear performance metrics linked to success failure criteria
- An effective consequences framework for dealing with over and under performance (see previous point)
- As much focus on behaviours as results. How people behave must be as important as what they achieve.
- A vigorous feedback model, with open communication
We still find it surprising how often organisations hope that peer group pressure or esprit de corps is assumed to occur, with little active input into making it happen. We have yet to find any manager who has it is as one of their objectives – a glaring indictment of the organisation’s misunderstanding of what value adding activities their managers should be engaged in.