- August 22, 2020
- Posted by: Kloverharris Content Manager
- Category: Blog, Content Development, Customised Training Solutions, Learning & Development, Performance Management, Strategy
The team you work with has a great influence on your output as a business. A lot of times, startups, SMEs or even top firms can’t afford the quality of talents they need. The only other solution is to groom or built that team that gets you the win.
To really understand how to build a team is probably one of the most crucial abilities of a manager who not only wants to but also can create winning and profitable businesses, time after time.
So how do you create that team that wins with or without your presence?
Create Your Team’s Culture
People’s first instincts are to hire people with the skills necessary to perform a role, and that is fine as an initial criterion. The more important, decisive question is whether they will fit in the culture you want for your team.
Cultural fit means matching people together AND matching people to the situation and organization itself. Some people have the right constitution to work in a start-up environment, others require the increased structure that comes with an established company while still others are better suited to a non-profit or government setting.
Team building is certainly about finding the right cultural match between individuals and the organization.
Get your hire right
This is as important as any team-building exercise you have in mind. Development of existing staff. The level of your business survival rises or falls on the ability to accurately assess different people.
Value each role
With each team member bringing something special to the table, treating each role as an essential part of your operation is also crucial. Each team member should feel like their job matters, without ever asking themselves, “Why am I even here?” It’s no secret that a sense of purpose helps each employee’s performance. When employees feel that their role is undervalued or perhaps unnecessary, it can become easy to check out mentally as work becomes mechanical and something they completely detach from as soon as the day is over.
Consider each employee’s ideas as valuable
It’s simple, to build an effective and efficient team, you need to create an environment where ideas can thrive and improve. An idea might not be all that at first glance, but when given time and deliberated upon can turn out to be real gold in the dirt. Remember that there is no such thing as a stupid idea.
Be aware of employees’ unspoken feelings
Set an example to team members by being open with employees and sensitive to their moods and feelings.
Act as a harmonizing influence
Look for chances to mediate and resolve minor disputes; point continually toward the team’s higher goals.
The best way to demonstrate value between team members is through communication. It’s difficult to feel like you are part of a team when everybody has information that hasn’t been shared with you yet or when team members don’t fill each other in on what they’re working on.
Keep a level of transparency whenever possible with all team members, even if the information doesn’t directly pertain to every person on your team.
Setting short and long-term goals with your team also become the foundation for every task they set out to complete each day. Being enthusiastic about the outcome and motivating each other with positive reinforcement will help your team members to make sure that they work with a sense of the big picture, knowing why every task they do is necessary for achieving a longer-term goal.
It’s important to note that these goals should be realistic so that you and your team don’t feel like you are working for a lost cause. Having milestones and deadlines can give team members opportunities to help each other out and band together for success.
Celebrate successes and failures
Celebrating your successes and milestones also brings your team together and allows everyone to see that when they work together, great things can happen. If someone does a great job at something, give them a shout out in front of the rest of the team so that every effort is seen and appreciated.
This also helps each person to feel visible and that what they’re doing has an impact. In contrast, if your team fails at something, come together to redirect your efforts or turn it into something positive. Don’t throw anyone under the bus or turn a damage-control discussion into a blame game. This never helps anybody. Instead, give your team equal responsibility to put your heads together and figure out the next steps or pivots.
Encourage trust and cooperation among employees on your team
Remember that the relationships team members establish among themselves are every bit as important as those you establish with them. As the team begins to take shape, pay close attention to the ways in which team members work together and take steps to improve communication, cooperation, trust, and respect in those relationships.
Encourage team members to share information
Emphasize the importance of each team member’s contribution and demonstrate how all of their jobs operate together to move the entire team closer to its goal.
Delegate problem-solving tasks to the team: Let the team work on creative solutions together.
Encourage listening and brainstorming
As a supervisor, your first priority in creating consensus is to stimulate debate. Remember that employees are often afraid to disagree with one another and that this fear can lead your team to make mediocre decisions. When you encourage debate you inspire creativity and that’s how you’ll spur your team on to better results.
Establish the parameters of consensus-building sessions
Be sensitive to the frustration that can mount when the team is not achieving consensus. At the outset of your meeting, establish time limits, and work with the team to achieve consensus within those parameters. Watch out for false consensus; if an agreement is struck too quickly, be careful to probe individual team members to discover their real feelings about the proposed solution
One of the fundamental needs in an environment that fosters teamwork and collaboration is empowered employees. They act independently and require minimal direction. Managers in organizations say they want employee empowerment, but they act in ways that undermine the ability of employees to act.
Establish team values and goals
evaluate team performance. Be sure to talk with members about the progress they are making toward established goals. Encourages employees to get a sense both of their success and of the challenges that lie ahead. Address teamwork in performance standards. Discuss with your team:
Different types of team-building events will develop strong relations and the sense of community within the team. These types of events are a great way to foster better communication and collaboration amongst team members. Such as Fundraising projects, picnics or bowling competitions, Outdoor adventures, Indoor activities.