Manchester United soccer fans came across an “injured” runner. The critical factor for the fans' willingness to help was whether the runner wore a Manchester United T-shirt or a plain, neutral T-shirt. The study's results clearly show that:

•  92% of fans helped when the runner wore a Manchester United T-shirt.
•  33% of fans helped when the runner wore a plain T-shirt.

The observation comes from Adam Grant's book "Give and Take" and highlights how our willingness to help others is influenced by perceived group membership.

This concept resonates with my own experience from last weekend, where I supported friends at a rural project - where we built outdoor areas like a pavillon or a small lodge. I noticed differences in how engaged other helpers were, which from my perspective was due to a similar sense of group identity—or lack thereof. Just as fans were more willing to help someone they saw as part of their in-group, helpers feel more motivated when they...

How much ad hoc feedback do you give in your remote working team? 

In many teams that work remotely, interim feedback is forgotten or has never really been practiced. Organizations often assume that quarterly or annual feedback are sufficient for developing a team culture. 

But that's not quite the case ... 

Regular feedback shows that you as a leader are aware of and value the work of your team. 

What other benefits does regular feedback have for you as a leader? 

1. Motivation and commitment: By regularly recognizing successes and identifying areas for development, team members can stay motivated and strengthen their commitment to their role.
2. Quick problem solving: Daily feedback allows problems to be identified early and resolved quickly before they escalate into bigger issues. You save time in the long run!
3. Building trust and relationships: Regular interaction and sharing of feedback helps build trust between you and your team members and strengthen...