Building relationships, expanding businesses, and hiring and retaining top individuals all require a strong, connected team.
Enterprise leaders are considering a number of issues related to hybrid and remote work models these days, including when, if ever, they should bring their employees back to the office. In a remote or hybrid setting, how will they onboard new hires. It is a never-ending list.
Employees, on the other hand, are feeling the impact of COVID-19’s disruptions. Employee complaints in the 2021 Work Trend Index by Microsoft include digital burnout, feeling isolated and overworked, and overall tiredness. Furthermore, the survey predicts a major exodus of team members in pursuit of roles that better line with their priorities, with 41% of employees considering leaving their current employer by the end of the year.
3 lessons on team-building
Whether companies choose a complete return to the office, a hybrid approach, or a wholly remote strategy, the strength of their teams can have a direct and measurable impact on the company’s success in 2022 and beyond.
Here are three tips businesses can follow for building a rock-solid team:
Understand skills and set expectations
Whether a company is starting from scratch or looking to restructure as the year comes to a close, it’s critical to know what the team members are capable of and how they’ll contribute to the company’s goals. Setting clear expectations for each team member lays the groundwork for open and efficient collaboration.
Businesses will be successful if they provide their team with the resources they need to operate efficiently, set expectations that align their expertise with the problem to be solved, and provide appropriate incentives.
Help the team understand the problems they are working on
Once a solid foundation has been established, the next and most crucial stage in scaling a company is to ensure that everyone understands the problem they’re solving. A single solution should be identified and agreed upon by all team members. When an organization grows from five people to fifty, or more, team members typically become disengaged with the main issues and instead focus solely on their work. This propensity should be countered through the company’s culture.
Helping the team enjoy the challenge is the second phase of creating that culture. Businesses should keep their teams focused on the users of their product and their issues, and the product will evolve as needed.
Consider character when recruiting
As people move into new roles and organizations hire new employees, companies should keep in mind that they are looking for someone who is energetic, forward-thinking, and eager to learn.
Organizations should look for character attributes like curiosity and humor, as well as fundamental competencies when evaluating possible applicants. Follow the hiring methodology of “hire character, train skill” for entry- and mid-level positions. Businesses can often get a sense of a person’s personality based on how they present themselves and the questions they ask, rather than just the answers to their questions.