FRICTION with Bob Sutton
Five Ways to Reduce Workplace Friction
Aug 23, 2017
Stanford Engineering professor Bob Sutton shares insights on reducing workplace friction by discussing organizational etiquette, rewarding cooperation, setting clear behavior norms, addressing insecurity, and analyzing the impact of hierarchy. The episode also touches on the significance of workplace enforcers, functional friction, and bids farewell to the production team.
10:00
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Quick takeaways
- Promote a culture of responsibility and accountability to simplify tasks and reduce unnecessary complexity.
- Establish clear norms and agreements on behavior to minimize negotiation and reduce insecurity.
Deep dives
Insights on Reducing Organizational Friction
Reducing organizational friction involves promoting a culture of responsibility and accountability where individuals are encouraged to make processes easier for others. This etiquette is exemplified by rewarding individuals who contribute to simplifying tasks instead of creating unnecessary complexity. Establishing clear norms and agreements on behavior minimizes the need for constant negotiation, ultimately reducing insecurity and fear that can lead to organizational friction. Acknowledging hierarchy's role in either amplifying or dampening friction highlights the importance of aligning organizational structures with the goal of minimizing unnecessary obstacles.
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