3 Ways to Better Connect with Your Coworkers | The Way We Work, a TED series

126,357 views ・ 2023-10-10

TED


μ•„λž˜ μ˜λ¬Έμžλ§‰μ„ λ”λΈ”ν΄λ¦­ν•˜μ‹œλ©΄ μ˜μƒμ΄ μž¬μƒλ©λ‹ˆλ‹€.

00:00
People feel pretty disconnected at work right now:
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λ²ˆμ—­: Hana Lee κ²€ν† : DK Kim
ν˜„μž¬ μš°λ¦¬λŠ” 직μž₯μ—μ„œ λ‹¨μ ˆλ˜μ–΄ μžˆλŠ” λŠλ‚Œμ„ 많이 λ°›μŠ΅λ‹ˆλ‹€.
00:02
disconnected from their organizations, from their jobs,
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μ‘°μ§μœΌλ‘œλΆ€ν„°, μ—…λ¬΄λ‘œλΆ€ν„° 특히 λ™λ£Œλ“€λ‘œλΆ€ν„°μš”.
00:05
and especially from their colleagues.
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λ™λ£Œ 관계λ₯Ό μ‹ κ²½μ“°κΈ°μ—λŠ” λ„ˆλ¬΄ μ§€μ³€κ±°λ‚˜
00:07
You might feel too burned out to do anything about this last one
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그게 μ€‘μš”ν•˜μ§€ μ•Šλ‹€κ³  생각할 μˆ˜λ„ μžˆμŠ΅λ‹ˆλ‹€.
00:10
or maybe think that it doesn't matter.
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ν•˜μ§€λ§Œ 사싀 λ™λ£Œ κ΄€κ³„λŠ” 큰 역할을 ν•©λ‹ˆλ‹€.
00:12
But actually, our relationships with our coworkers
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00:14
play a huge role in determining how successful,
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μš°λ¦¬κ°€ μΌν„°μ—μ„œ μ–Όλ§ˆλ‚˜ 성곡적이고 ν˜μ‹ μ μ΄λ©° 행볡할지 κ²°μ •ν•˜μ£ .
00:17
innovative and happy we'll be at work.
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00:19
[The Way We Work]
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[μš°λ¦¬κ°€ μΌν•˜λŠ” 방식]
00:23
Our work relationships give us two valuable things:
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직μž₯ κ΄€κ³„λŠ” μš°λ¦¬μ—κ²Œ κ°€μΉ˜μžˆλŠ” 것 두 κ°€μ§€λ₯Ό μ€λ‹ˆλ‹€.
μ‚¬νšŒμ  지원과 정보죠.
00:27
social support and access to information.
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00:29
And research shows it's the combination
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연ꡬ에 λ”°λ₯΄λ©΄ 이런 쑰합이
00:31
that can make us happier and more successful.
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우리λ₯Ό 더 ν–‰λ³΅ν•˜κ³  μ„±κ³΅μ μœΌλ‘œ λ§Œλ“€ 수 μžˆλ‹€κ³  ν•©λ‹ˆλ‹€.
00:34
I'm a social scientist
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μ €λŠ” μ‚¬νšŒ κ³Όν•™μžμ΄κ³  우리의 ν˜‘μ—… 방식이
00:35
and I study how the way we collaborate affects our well-being
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행볡과 직업적 성곡에 μ–΄λ–€ 영ν–₯을 λ―ΈμΉ˜λŠ”μ§€ μ—°κ΅¬ν•©λ‹ˆλ‹€.
00:38
and professional success.
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00:39
I have a few tips,
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팁이 λͺ‡ 개 μžˆλŠ”λ° 인싸가 μ•„λ‹ˆμ–΄λ„ μ‹œλ„ν•΄ λ³Ό 수 μžˆμŠ΅λ‹ˆλ‹€.
00:41
and you don't have to be a social butterfly to give them a try.
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첫 번째 νŒμž…λ‹ˆλ‹€.
00:44
OK, tip number one.
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00:45
Build trust by opening up.
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λ§ˆμŒμ„ μ—΄μ–΄ μ‹ λ’°λ₯Ό μŒ“λŠ” κ²ƒμž…λ‹ˆλ‹€.
00:47
Having a close friend at work makes us more effective at our jobs
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직μž₯에 μΉœν•œ μΉœκ΅¬κ°€ 있으면 업무 νš¨μœ¨λ„ λ†’μ•„μ§€κ³ 
00:50
and definitely improves our well-being.
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ν™•μ‹€νžˆ 행볡감도 λ†’μ•„μ§€μ£ .
00:52
If you get along with your coworkers, you probably already have a sense of this,
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λ™λ£Œμ™€ 잘 μ§€λ‚΄κ³  계신닀면 이미 λŠλΌμ…¨κ² μ§€λ§Œ
직μž₯ λ™λ£Œκ°€ μ€‘μš”ν•œ 또 λ‹€λ₯Έ μ΄μœ λŠ”
00:56
but our work friends are important for another reason
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정보 μ ‘κ·Όμ„±κ³Ό 관련이 μžˆμŠ΅λ‹ˆλ‹€.
00:58
and it has to do with access to information.
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μ‚¬λžŒλ“€μ€ μžμ‹ μ˜ 쒋은 아이디어λ₯Ό μ•„λ¬΄ν•˜κ³ λ‚˜ κ³΅μœ ν•˜μ§€ μ•Šμ£ .
01:00
People don't just share their best ideas with anyone.
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μ•Œκ³  λ―ΏλŠ” μ‚¬λžŒν•˜κ³ λ§Œ κ³΅μœ ν•©λ‹ˆλ‹€.
01:03
We share with people we know and trust.
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μ €λŠ” μ„±κ³΅ν•˜λŠ” νŒ€κ³Ό μ‹€νŒ¨ν•˜λŠ” νŒ€μ— λŒ€ν•΄ κ΅¬κΈ€μ—μ„œ μˆ˜λ…„ κ°„ 연ꡬλ₯Ό ν–ˆλŠ”λ°
01:05
I ran a multi-year study at Google
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01:06
to find out why some teams are successful and others fail.
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01:09
And what we found is that the teams who trust each other do so much better
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μ„œλ‘œ μ‹ λ’°ν•˜λŠ” νŒ€μ΄ 훨씬 더 쒋은 μ„±κ³Όλ₯Ό λ‚Έλ‹€λŠ” 것을 μ•Œκ²Œ λ˜μ—ˆμŠ΅λ‹ˆλ‹€.
νŒ€μ›μ΄ μ•ˆμ‹¬ν•˜κ³  μžμ‹ μ˜ 아이디어λ₯Ό κ³΅μœ ν•  수 있기 λ•Œλ¬Έμ΄μ£ .
01:13
because people on those teams feel safe sharing their best ideas.
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01:16
So how can you start to build that trust?
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그러면 μ–΄λ–»κ²Œ μ‹ λ’°λ₯Ό μŒ“μ„ 수 μžˆμ„κΉŒμš”?
01:18
There's a concept called a vulnerability loop,
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약점을 κ³΅μœ ν•˜λŠ” κ³ λ¦¬λΌλŠ” 것이 μžˆλŠ”λ°
01:20
and the basic idea is that when you’re vulnerable in front of somebody,
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κΈ°λ³Έ κ°œλ…μ€ νƒ€μΈμ—κ²Œ μ•½ν•œ λͺ¨μŠ΅μ„ λ¨Όμ € 보여주면
μƒλŒ€λ°©λ„ μžμ‹ μ˜ μ•½ν•œ λͺ¨μŠ΅μ„ 보여주기가 더 μ‰½λ‹€λŠ” κ²ƒμž…λ‹ˆλ‹€.
01:24
it makes it a lot easier for them to be vulnerable in front of you.
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01:27
We usually think you have to trust somebody before you can open up.
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보톡은 μ‹ λ’°κ°€ μžˆμ–΄μ•Ό λ§ˆμŒμ„ μ—΄ 수 μžˆλ‹€κ³  μƒκ°ν•˜μ§€λ§Œ
01:30
But what this research suggests is that often,
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이 μ—°κ΅¬λŠ” λŒ€μ²΄λ‘œ μ‹ λ’°λŠ”
01:32
trust comes after we've been vulnerable and people have responded empathetically.
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μ•½ν•œ λͺ¨μŠ΅μ— κ°μ •μ μœΌλ‘œ λ°˜μ‘ν•˜λ©΄μ„œ μƒκΈ΄λ‹€λŠ” 것을 μ‹œμ‚¬ν•˜μ£ .
01:37
So taking that risk to share that this week you feel a little off
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이번 주에 μžλ…€κ°€ μƒˆ 학ꡐ에 μž…ν•™ν•΄μ„œ 쑰금 뢀담이 λŠκ»΄μ§„λ‹€κ±°λ‚˜
01:40
because your kid's starting at a new school
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01:42
or maybe you’re really worried about the status of your big project,
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ν”„λ‘œμ νŠΈμ˜ μ§„ν–‰ 상황이 정말 κ±±μ •λœλ‹€λŠ” μ‹μ˜ 감정을 κ³΅μœ ν•˜λ©΄
01:46
that can actually go a long way towards building a sense of trust
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신뒰감을 ν˜•μ„±ν•˜λŠ” 데 도움이 될 수 있고
이둜써 μ—¬λŸ¬λΆ„κ³Ό νŒ€μ˜ νš¨μœ¨μ„±μ΄ 훨씬 더 λ†’μ•„μ§€λŠ” κ±°μ£ .
01:49
that can make you and your teams much more effective.
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두 번째 νŒμ€ μ°Έμ—¬μžκ°€ λ˜λŠ” κ²ƒμž…λ‹ˆλ‹€.
01:52
OK, tip number two, be a joiner.
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01:54
Surprisingly, our closest friends aren't the best people
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λ†€λžκ²Œλ„ κ°€μž₯ μΉœν•œ μΉœκ΅¬λŠ”
λŒ€κ°œ μƒˆ 정보λ₯Ό μ£Όμ§€ μ•ŠμŠ΅λ‹ˆλ‹€.
01:57
for giving us access to new information.
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μƒˆ μ •λ³΄λŠ” λ‹¨μˆœν•œ 지인이 μ•Œλ €μ£ΌλŠ” κ²½μš°κ°€ λ§Žμ€λ°
02:00
It's often our acquaintances
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02:01
because they connect us to different social circles
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λ‹€λ₯Έ μ‚¬νšŒ 집단과 μ—°κ²°ν•΄ μ£Όμ–΄ μƒˆλ‘œμš΄ λ°©μ‹μœΌλ‘œ μƒκ°ν•˜κ²Œ ν•΄μ£Όμ£ .
02:04
and consequently new ways of thinking.
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02:06
Social scientists call these relationships weak ties,
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μ‚¬νšŒ κ³Όν•™μžλŠ” 이런 관계λ₯Ό λŠμŠ¨ν•œ μ—°λŒ€λΌκ³  λΆ€λ₯΄λŠ”λ°
02:09
and when it comes to innovation,
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ν˜μ‹ μ΄λž€ λ©΄μ—μ„œλŠ” κΈ΄λ°€ν•œ μ—°λŒ€λ³΄λ‹€ 더 μ€‘μš”ν•©λ‹ˆλ‹€.
02:11
they're more important than our strongest connections.
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예λ₯Ό λ“€μ–΄ ν•œ 연ꡬ에 λ”°λ₯΄λ©΄
02:14
For example, in one study,
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02:15
I found that people who had many weak ties
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λŒ€κ·œλͺ¨ 쑰직의 λ‹€μ–‘ν•œ μ§‘λ‹¨μ—μ„œ
02:19
that connected different groups in a large organization
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λŠμŠ¨ν•œ μ—°λŒ€λ₯Ό 많이 맺은 μ‚¬λžŒμ΄
02:21
were more likely to have high performance scores,
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μ„±κ³Όκ°€ 더 λ†’κ³  μŠΉμ§„ν•  κ°€λŠ₯성이 λ†’μœΌλ©°
02:23
more likely to be promoted
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02:25
and even more likely to say they were a part of a creative breakthrough.
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μžμ‹ μ΄ 창의적이며 ν˜μ‹ μ μΈ 집단에 μ†ν•œλ‹€κ³  생각할 κ°€λŠ₯성이 λ†’μŠ΅λ‹ˆλ‹€.
02:28
The best way I've seen for developing weak ties
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λŠμŠ¨ν•œ μ—°λŒ€λ₯Ό λ§ΊκΈ° μœ„ν•΄μ„œλŠ”
02:30
is to join groups outside of your day-to-day work.
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일상 업무 λ°–μ˜ λͺ¨μž„에 κ°€μž…ν•˜λŠ” 것이 제일 μ’‹μŠ΅λ‹ˆλ‹€.
02:33
Things like philanthropic organizations,
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μžμ„  단체, μš΄λ™ λͺ¨μž„,
02:35
sports clubs or employee resource groups are great examples.
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μ†Œκ·œλͺ¨ 직원 λͺ¨μž„이 쒋은 μ˜ˆμž…λ‹ˆλ‹€.
02:39
You never know.
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피클볼을 ν•˜λ©΄μ„œ λ§Œλ‚œ λ²•λ¬΄νŒ€ ν† λΉˆμ΄
02:40
Tobin from Legal, who you met playing pickleball,
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02:42
might have a great idea
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λ²ˆλœ©μ΄λŠ” μ•„μ΄λ””μ–΄λ‘œ μ—¬λŸ¬λΆ„μ˜ λ‹€μŒ ν”„λ‘œμ νŠΈμ— 도움을 쀄지도 λͺ¨λ₯΄μ£ .
02:44
that can really help you out in your next project.
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ν˜μ‹ μ„ λΆˆλŸ¬μΌμœΌν‚€λ €λŠ” μ§€λ„μžμ—κ²ŒλŠ”
02:46
And for leaders trying to spark innovation,
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02:48
having a regular trivia group might be more effective
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일반적인 μ†Œκ·œλͺ¨ λͺ¨μž„을 λ§Œλ“œλŠ” 것이
ν›Œλ₯­ν•œ μ „λž΅ 회의λ₯Ό μ—¬λŠ” 것보닀 더 효과적일 수 μžˆμŠ΅λ‹ˆλ‹€.
02:51
the best-run strategy summit.
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02:52
OK, this last tip is especially helpful for managers.
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이 λ§ˆμ§€λ§‰ νŒμ€ 특히 κ΄€λ¦¬μžμ—κ²Œ μœ μš©ν•©λ‹ˆλ‹€.
02:55
Tip three: Make it a little bit easier for people to belong to something.
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μ„Έ 번째 팁.
μ‚¬λžŒλ“€μ΄ 무언가에 μ’€ 더 μ‰½κ²Œ μ†Œμ†λ  수 있게 ν•˜μ„Έμš”.
02:59
A number of years ago,
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λͺ‡ λ…„ μ „, λŒ€κΈ°μ—…μ˜ μ‹ κ·œ 직원 과정을 μž¬μ„€κ³„ν•˜λŠ” 일을 ν•œ 적이 μžˆμŠ΅λ‹ˆλ‹€.
03:00
I helped redesign the onboarding process at a big company.
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03:03
At the time, the onboarding week was maybe informative,
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λ‹Ήμ‹œ μž…μ‚¬ 주간이 정보 μ „λ‹¬μ—λŠ” μœ μ΅ν–ˆμ„μ§€ λͺ¨λ₯΄μ§€λ§Œ
03:06
but it didn't do a lot to create meaningful connection.
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의미 μžˆλŠ” 관계λ₯Ό ν˜•μ„±ν•˜λŠ” λ°λŠ” 도움이 λ˜μ§€ μ•Šμ•˜μŠ΅λ‹ˆλ‹€.
03:09
So I ran an experiment.
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κ·Έλž˜μ„œ μ‹€ν—˜μ„ ν•΄λ΄€μŠ΅λ‹ˆλ‹€.
03:10
Every week, I assigned new employees to one of five groups,
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각각 λ‹€λ₯Έ μƒ‰κΉ”μ˜ ν‹°μ…”μΈ λ₯Ό μž…μ€ 5개 집단 쀑 ν•œ 곳에
03:14
each with a different colored T-shirt,
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λ§€μ£Ό μ‹ μž… 사원 ν•œ λͺ…씩을 λ°°μ •ν–ˆλŠ”λ° λ†€λΌμš΄ 일이 μΌμ–΄λ‚¬μŠ΅λ‹ˆλ‹€.
03:16
and something amazing started to happen.
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03:18
Almost immediately,
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λ…Έλž€μƒ‰ ν‹°μ…”μΈ λ₯Ό μž…μ€ μ‚¬λžŒλ“€μ€ 거의 μ¦‰μ‹œ ν•¨κ»˜ 아침을 λ¨ΉκΈ° μ‹œμž‘ν–ˆκ³ 
03:19
people wearing yellow T-shirts started having breakfast together.
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녹색 ν‹°μ…”μΈ λ₯Ό μž…μ€ μ‚¬λžŒλ“€μ€ 쀑간쀑간에 ν•¨κ»˜ μ‚°μ±…ν•˜κΈ° μ‹œμž‘ν–ˆμŠ΅λ‹ˆλ‹€.
03:23
People in the green T-shirts
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03:24
started walking between the different sessions together.
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κ·Έ μ£Όλ§μ—λŠ” νšŒμ‹λΉ„ μ˜ˆμ‚°μ΄ 초과 μ§€μΆœλ˜μ—ˆλŠ”λ°
03:27
And at the end of the week,
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03:28
we blew by our happy hour budget because people hung out together
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μ–΄λŠ λ•Œλ³΄λ‹€λ„ 더 μ˜€λž«λ™μ•ˆ ν•¨κ»˜ μ–΄μšΈλ ΈκΈ° λ•Œλ¬Έμ΄μ£ .
03:31
so much longer than they ever had.
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κ°€μž₯ 쒋은 점은 μž…μ‚¬ μ£Όκ°„ 후에도
03:33
The best part is, after that onboarding week,
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λ§Žμ€ μ‚¬λžŒμ΄ μˆ˜λ…„κ°„ 연락을 μœ μ§€ν–ˆλ‹€λŠ” κ²ƒμž…λ‹ˆλ‹€.
03:35
many of those people stayed in touch for years,
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이것은 쑰직 λ‚΄ λŠμŠ¨ν•œ μ—°λŒ€λ₯Ό ν˜•μ„±ν•˜λŠ” 데 큰 도움이 λ˜μ—ˆμ£ .
03:37
which became a great source of weak ties across the organization.
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03:40
The reason the T-shirt experiment worked so well
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ν‹°μ…”μΈ  μ‹€ν—˜μ΄ μ„±κ³΅μ μ΄μ—ˆλ˜ μ΄μœ λŠ”
μ‚¬λžŒλ“€μ΄ μžμ‹ μ΄ μ†ν•œ 집단을 μ‰½κ²Œ μ•Œ 수 μžˆμ—ˆκΈ° λ•Œλ¬Έμž…λ‹ˆλ‹€.
03:43
is because it gave people an easy way to identify the group they belong to.
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03:46
You could be creative here.
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μ΄μ―€μ—μ„œ 창의λ ₯을 λ°œνœ˜ν•΄ 보면 λ©‹μ§„ ν‹°μ…”μΈ , ν”„λ‘œμ νŠΈλͺ… 같은 것듀도
03:47
Even things like swag, T-shirts and project code names
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03:50
can go a long way towards creating a sense of belonging.
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μ†Œμ†κ°μ„ ν˜•μ„±ν•˜λŠ” 데 크게 도움이 될 수 μžˆμŠ΅λ‹ˆλ‹€.
ν˜„μž¬ μ‚¬λžŒλ“€μ€ μ •λ§λ‘œ 고립되고 λ‹¨μ ˆλ˜μ—ˆλ‹€κ³  λŠλ‚λ‹ˆλ‹€.
03:53
Look, people feel really isolated and disconnected right now.
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03:56
That's not surprising,
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λ‹Ήμ—°ν•œ 게 μš°λ¦¬λŠ” 방금 μ „ 세계적인 μœ ν–‰λ³‘μ„ κ²ͺμ—ˆμž–μ•„μš”.
03:57
we've all just been through a global pandemic.
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03:59
The best part about reconnecting is that it doesn't just benefit you,
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λ‹€μ‹œ μ„œλ‘œ μ—°κ²°λ˜λŠ” κ²ƒμ˜ κ°€μž₯ 쒋은 점은 μ—¬λŸ¬λΆ„λΏλ§Œ μ•„λ‹ˆλΌ
04:02
it benefits the whole community that you help create.
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μ—¬λŸ¬λΆ„μ΄ λ§Œλ“œλŠ” μ§€μ—­ μ‚¬νšŒ 전체에 ν˜œνƒμ΄ λŒμ•„κ°„λ‹€λŠ” μ μž…λ‹ˆλ‹€.
이 μ›Ήμ‚¬μ΄νŠΈ 정보

이 μ‚¬μ΄νŠΈλŠ” μ˜μ–΄ ν•™μŠ΅μ— μœ μš©ν•œ YouTube λ™μ˜μƒμ„ μ†Œκ°œν•©λ‹ˆλ‹€. μ „ 세계 졜고의 μ„ μƒλ‹˜λ“€μ΄ κ°€λ₯΄μΉ˜λŠ” μ˜μ–΄ μˆ˜μ—…μ„ 보게 될 κ²ƒμž…λ‹ˆλ‹€. 각 λ™μ˜μƒ νŽ˜μ΄μ§€μ— ν‘œμ‹œλ˜λŠ” μ˜μ–΄ μžλ§‰μ„ 더블 ν΄λ¦­ν•˜λ©΄ κ·Έκ³³μ—μ„œ λ™μ˜μƒμ΄ μž¬μƒλ©λ‹ˆλ‹€. λΉ„λ””μ˜€ μž¬μƒμ— 맞좰 μžλ§‰μ΄ μŠ€ν¬λ‘€λ©λ‹ˆλ‹€. μ˜κ²¬μ΄λ‚˜ μš”μ²­μ΄ μžˆλŠ” 경우 이 문의 양식을 μ‚¬μš©ν•˜μ—¬ λ¬Έμ˜ν•˜μ‹­μ‹œμ˜€.

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