Six Tips for Team Building That Lasts

Team Building is Still About Communication and Fit

Team building is critical for creating a strong foundation for your company. A powerful, competitive workteam building environment can launch your company to success, but it should not be achieved in a cutthroat setting that turns your team members against one another. Instead, you should help your team keep an eye on the real competition: not their teammates, but other companies in your industry.

Prioritize a right fit in your roles. Get beyond thinking about hiring just to fill a position with the right skill set. To optimize team building, you need a more involved process that looks at company culture, personality fit, team dynamics and individual motivations and tendencies. Don’t just use this approach in your hiring process; across your organization, you can find out what each role requires for that employee to do well on a team.

Define the value of each role. Your employees should never have to wonder why they’re there or how their job contributes to the goals of the organization. Make sure your employees see a direct line between their tasks and projects and the success of your organization.

Invest in communication. Communication has always been an important part of team building, and new collaborative software makes it easier for managers. Always think in terms of over-communicating, even if you think the information you’re sharing doesn’t have much to do with a particular employee. Everyone wants to feel like they’re in on the inner workings of the company, helping to shape the future of the company.

Set the right goals. Setting both short- and long-term goals helps your employees stay focused, but make sure they are both measurable and achievable. They should also feed into either bigger personal development goals or bigger company objectives.

Take time for both celebrations and reviews. Whether it’s success or failure, big or small, be sure to take time to celebrate when something goes right and plan for better results in the future when things don’t go well. Don’t go too crazy highlighting your superstars, but also be careful not to throw any individual or team under the bus in the event of a failure. Both lead to cracks in your team building efforts.

Get to know your team. Take an interest in the personal lives of team members. Organize informal coffees and happy hours periodically so that you can invest in your employees and learn more about them.

Team building requires a bigger focus than simply hiring people to fill a role in your company. PI Consulting Group has the talent management expertise and resources to help you build a team that serves as a foundation for success. Contact us today to learn more.