The following post is an excerpt from an ebook authored for Give and Take by Dr. Baker called How to Ask for Help. This post is the second post in a three-part series; read the first post here.
There are real reasons that asking for help is hard. Sometimes we are reluctant to ask for help because we want to appear self-reliant or knowledgeable, and we’re worried we will seem incompetent if we admit we need help. Sometimes the barrier is a false belief about other people–that they won’t be willing or able to help us. Sometimes we just don’t know who to ask or what to ask for, which can slow us down even when real help exists in our network.
However, we have to encourage our teams to ask for help anyway. There are benefits not only for the individuals involved in the exchange, but for the team, department, or organization as well. The following research on the benefits of asking for help is footnoted in the ebook (along with additional reasons) :
- When employees are willing to ask for help, team cohesion and performance improves. Team members who ask for help boost their creativity, collaboration, and they tend to have a better understanding of the team’s purpose and tasks.
- Research shows that employee productivity is higher and turnover is lower in companies where employees are supported in asking for and giving help.
- Employees who ask for help when they need it can help an organization improve operational efficiencies, product quality, and the customer experience.
No matter why we are reluctant to ask for help, we have to get over it and do it anyway! The rewards are great for individuals and teams alike.
To learn more about how to encourage your teams to ask for help when they need it, download our free ebook.Download the Ebook