The People engagement driver centers on relationships with coworkers and the broader team dynamic. This includes both direct teammates and also peers in other parts of the organization. Positive peer relationships can buffer stress and improve commitment even in difficult roles.

Positive relationships with coworkers are a cornerstone of employee engagement. When you feel connected and supported by your peers, challenges become more manageable and your commitment to the team’s goals deepens. Imagine facing a tight deadline—having a colleague say, "Let me know how I can help you get this across the finish line" can transform a stressful situation into a shared victory. In this unit, you’ll discover how to foster these kinds of connections and why they matter so much for team success.

Collaboration is more than just working side by side—it’s about actively sharing information, resources, and ideas to achieve common goals. Effective collaboration means breaking down silos between roles and departments, so everyone can contribute their expertise.

For example, a marketing team might partner with product development to ensure a campaign accurately reflects new features. When teams collaborate well, they solve problems faster and generate more creative solutions. Encouraging open communication, regular cross-functional meetings, and a willingness to help outside your immediate responsibilities are all ways to strengthen collaboration.

Accountability is the glue that holds teams together. In a culture of accountability, team members:

• Set clear expectations
• Follow through on commitments
• Support each other in meeting shared goals

This isn’t about assigning blame when things go wrong; it’s about constructive feedback and mutual support. For instance, if a project deadline is missed, a peer might say, “Let’s review what happened and figure out how we can stay on track next time.” By holding each other to high standards and addressing issues directly, teams build reliability and trust, making it easier to achieve results together.

Trust is the foundation of any high-performing team. It’s built when people feel psychologically safe to share ideas, ask questions, and admit mistakes without fear of embarrassment or retaliation. Respecting and including diverse perspectives—across backgrounds, roles, and experiences—strengthens this trust. For example, inviting quieter team members to share their thoughts or ensuring everyone’s contributions are acknowledged helps create an inclusive environment. When trust is present, teams are more innovative, resilient, and willing to take the risks needed for growth.

• Natalie: Hey Jake, I noticed you’ve been staying late to finish the client presentation. Is there anything I can help with?
• Jake: Thanks, Natalie. I’m struggling to pull together the last set of data charts, and I’m worried I won’t make the deadline.
• Natalie: I’ve got some time this afternoon. Why don’t we tackle the charts together? Two sets of eyes might make it go faster.
• Jake: That would be amazing. I really appreciate you stepping in—it takes a lot of pressure off.
• Natalie: No problem at all. We’re a team, and I know you’d do the same for me.

In this exchange, Natalie demonstrates collaboration by offering help and trust by showing she’s willing to share the workload. Jake responds with openness, and both reinforce a culture where support and teamwork are valued.

In the next role-play session, you’ll have the chance to practice these skills and see how your actions can strengthen peer relationships and drive engagement.