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CONNECT WITH YOUR WORKM8TES

Shared experiences build the social connection and support that are essential for creating stress-free, safe and high-performing teams.


It shouldn’t just be all work and no play. Create opportunities at work for team8tes to connect, socialise, and have fun.

See the funny side

Having a laugh at work is an excellent way to build connections, de-stress and simply have some fun.


Cracking a tasteful joke makes you more approachable and boosts morale - it shows that you don’t take yourself too seriously and puts others at ease.

Team8tes who share a sense of humour, and a laugh, trust each other more, are happier, less stressed and are more productive.

Go on – have a laugh, share a joke with your team8tes – who knows, you might have a budding comedian in your midst.

Two birds, one stone

Social connection and support at work not only has a positive impact on stress, wellbeing and performance at work – but also flows into home life.

In most industries, social connection at work is a key protective factor against stress. This is not strictly true for manufacturing. Your workers are less likely to value and seek out social connection as a way to manage their stress.


This is not to say it is not important – because it is essential for creating safe and high-performing teams and is a key element in creating better jobs. It just means you need ways to come together that are attractive to your team.


We’ve put together a guide tailored for you to help bring your workm8tes together.


Let's come together


Making time to come together, connect, and have fun at work is essential to create stress-free, safe and high-performing workplace.


Whatever you plan to do has to be relevant, interesting, accessible and something your workm8tes want to do. Otherwise there isn’t much point.


1. It's all in the timing


Hold activities during work hours, not after work.

You may need to get creative (for example a BBQ breakfast for those on nightshift).


2. Be inclusive


Don’t forget those on shift, in remote or isolated workspaces, or on leave.

Think about bringing the party to them, if they can’t leave their workstation.

Be sure to invite workers on extended leave to join.


3. Ask


What activities do your workers want to do? When do they want to do it?

This helps with buy-in and to avoid busy periods at work.

You might be surprised about what they choose to do.


4. Lean into the strengths of your workm8tes


Choose activities that use their skills such as:

  • Helping others – do your workers have skills that others need? For example, if your workers have construction skills you could volunteer to help a community group, or help a workm8te repair their back deck, or build a pergola for the workplace.

  • Connect shoulder-to-shoulder - create opportunities to rotate workers across teams and projects giving the opportunity to learn new skills and work with different team8tes.

  • Problem solving – bring different workers together to work through a shared task or problem.

  • Get moving – lunchtime yoga may not hit the spot for many workers – but something as simple as taking a walk, throwing a ball, shooting some hoops, or kicking a footy will help get the blood pumping.

  • Let’s eat – a favourite for all! BBQ lunches, breakfast sangas, potluck or even a friendly BBQ cook-off. Having shared break times is an easy way to bring workers together.

  • Play a game – multiplayer console games, puzzles and old school card games are all great ways to break down barriers between workers.

5. Call out the right behaviours


Make it known that you want to be kept in the loop about star workers – those with the right attitude and behaviours – and go and thank them personally.


Provide opportunities, like in a team meeting or on the staff notice board, for workers to give a ‘shout out’ to a team8te. Reward those with the right attitude and behaviours – not just high performers.


Encourage greater collaboration by giving group rewards based on team performance rather than any one individual.

For any initiative to work it must have participation from leaders and senior management. So get out there, walk the floor or share a cuppa, have a chat and get to know your workm8tes.

 
Interested in learning more about impactful reward and recognition?


GET TO KNOW YOUR WORKM8TES

DO YOU KNOW THE MENTAL HEALTH OF YOUR WORKPLACE?
TAKE THE WORKER WELLBEING SURVEY
WORK PLACE RISK ASSESSMENT
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