People prefer friendliness, trustworthiness in teammates over skill competency
Listen to this article
People who are friendly and trustworthy are more likely to be selected for teams than those who are known for just their skill competency and personal reputation, according to interesting new research.
While people who are both trustworthy and competent are the most sought after when it comes to team assembly, friendliness and trustworthiness are often more important factors than competency.
What the researchers say: “We assume that people are selected for important task forces and teams because of the knowledge, skills and abilities they bring to the table. However, this research suggests that people may often get picked because team members feel comfortable with them,” said the lead researcher. “People may be willing to sacrifice a bit in terms of performance in order to have a really positive team experience.”
The researchers focused on a cohort of MBA students to conduct their study. Students were randomly assigned to teams at the beginning of the semester to work on class projects and assignments. Toward the end of the semester, students were asked to form their own teams and assess why they selected each member of their group.
“We wanted to find out what people did to signal to others that they might be someone who would be good to team up with in the future,” said the lead author.
The researchers specifically looked at how students signaled their human capital, the ability to do their tasks well, and their social capital, the degree to which they were friendly and trustworthy, to other students by studying their use of either challenging or supportive voice. What they meant by these two phrases was:
- Challenging voice: Communicating in a way that challenges the status quo and is focused on new ideas and efficiency.
- Supportive voice: Communicating in a way that strengthens social ties and trust and builds friendly cohesion of a team.
The researchers found that people who exhibited both competence through the use of challenging voice, and trustworthiness, through the use of supportive voice, were the most in-demand people when it came to assembling teams.
“As might be expected, anyone who was very strong in terms of signaling both their human and social capital were extremely sought after. They’re doing all the right things to establish that they’re both trustworthy and a good worker,” the lead author commented.
However, the researchers found that students who only exhibited social capital through supportive voice were more sought after than those who only signaled their competency through the use of challenging voice.
“Our findings suggest that when people feel like they can trust you, even if you’re not necessarily the best worker, they’re going to be more likely to want to work with you,” the researchers added. “They know that there are likely to be fewer interpersonal issues in that case.”
The findings have major implications for the workplace. For employees looking to join important teams an easy first step is to get to know your coworkers.
“Having a positive reputation for good work goes a long way, but so does just being a good person. People want to work with those who they feel comfortable with,” they said. “You should be using supportive voice to show others that you’re someone your colleagues can trust, especially if you’re new to an organization or still developing your skill set.”
While data for the study was collected before the COVID-19 pandemic, the lead researcher believes the findings are even more relevant now that many organizations have fully remote or hybrid work arrangements.
“Without those in-person interactions, people have less time to be able to make decisions and assessments about coworkers. You may only be seeing them on Zoom meetings,” she said. “You really need to speak up in both constructive and supportive ways to make your human and social capital signals apparent whenever you’re working with people virtually, especially if you’re looking for future team opportunities.”
So, what? There has been a lot of research lately on the make-up of high performing teams, and this research fits in neatly with that. What is emerging is that the best teams are not those that are made up of high performing individuals, but rather those that are made up of people who like and respect each other but come from different backgrounds and have differing outlooks on life.
Also, it is increasingly obvious that the best teams are made up of people who can have fun together and who can treat work more like play.
An HPT views success somewhat differently to a normal team. To HPT team members, success comes in three forms:
First: The successful integration of the team and the strength of the bonds that the members have with each other.
Second: The success that the team has in forging relationships with other teams within and outside of the organization.
Third: Success in the work that they do.
Achieving a goal or meeting a target are the least important to them, and yet these are the teams who consistently achieve or overachieve.
For more on teams click here.
Join the discussion
More from this issue of TR
Six strategies to help recovering alcoholics
In many countries, there is a stigma associated with not drinking socially. There is also a stigma associated with problem drinking. How do people negotiate this double stigma socially in order to stay sober?
When building rapport, sometimes less is more
Sometimes less is more, at least when it comes to building rapport during interviews. Verbal interviewing techniques (using verbal commonalities) have a greater impact than nonverbal techniques (mirroring another person’s body postures and movements)—and combining the two had a detrimental effect.
You might be interested inBack to Today's Research
Cost transparency can increase sales 20%
Retailers who reveal something about themselves may notice an increase in sales as customers feel they are buying into a relationship and developing a perceived support network.
Less job stress for workers at financially transparent firms
At companies with more financial transparency, workers felt more secure in their jobs, more committed to their employers and—most significantly—said they had better relationships with their managers.
The science of picky shoppers
If a company knows they have a lot of picky customers, they may need to change the way they reward salespeople or dedicate specific salespeople to their pickiest customers, because picky shoppers have very narrow preferences and they see perceived flaws in products others wouldn’t notice.
Join our tribe
Subscribe to Dr. Bob Murray’s Today’s Research, a free weekly roundup of the latest research in a wide range of scientific disciplines. Explore leadership, strategy, culture, business and social trends, and executive health.